View
55
Download
0
Category
Tags:
Preview:
DESCRIPTION
Developing Human Resources Presentation to UST MGTO 231 - HRM Students 5th March 2007. my background …. Education - University College Cardiff, University Westminster, UK Aspen Corporate Communications Ernst & Young Morgan Stanley HSBC - PowerPoint PPT Presentation
Citation preview
Developing Human ResourcesDeveloping Human Resources
Presentation to Presentation to UST UST MGTO 231 -MGTO 231 - HRM StudentsHRM Students
5th March 20075th March 2007
my background…my background…
• Education - University College Cardiff, University Westminster, UK
• Aspen Corporate Communications
• Ernst & Young
• Morgan Stanley
• HSBC
• Graduate and MBA Recruitment & Development, London
• Regional HR Consultant, Hong Kong
• VP Learning and Development, Singapore
• Head of HR Development Team Asia Pacific, Hong Kong
fast facts
• One of the largest banking and financial services organisations in the world
• About 284,000 staff in around 9,500 offices• Present in 76 countries and territories• More than 125 million customers, with a total
e-customer base of over 25 million
31 December 2005
fast facts
• Total assets: US$1,502 billion• Profit before tax 2005: US$20,966 million• Listings on London, Hong Kong, Paris, New York and Bermuda
stock exchanges, with shares in HSBC Holdings plc held by around 200,000 shareholders in some 100 countries and territories
31 December 2005
international network
North America
Europe
Middle East
Asia PacificLatin America
Africa
number of offices - 06 March 2006
who are our customers?
• Personal Financial Services (including Consumer Finance) 120 million
• Commercial Banking 2.5 million• Corporate, Investment Banking
and Markets 3,800• Private Banking 90,000
31 December 2005
how are we structured?
HSBC Customer /
Support Groups
Personal Financial Services (Retail
Banking)
CommercialBanking (Small to
Medium sized business)
Corporate, Investment
Bankingand Markets
(Large Corporates)
Private Banking (Wealthy
customers)
Operations and Support (Includes HR)
Product Groups
our culture : ‘THE BEST PLACE TO WORK’our culture : ‘THE BEST PLACE TO WORK’
BestPlace to
Work
role of HR at HSBCrole of HR at HSBC
Centres Expertise
CMB
L&D
HRD
HR Transactions
HRRelationship
Managers
Line Managers/Clients
Employees
Projects
Headquarter (London Corp)
Employees
Key AssetStrategic HR Planning
Training & Development
Recruitment & Selection
Compensation & Benefits
Performance Management
Career Management
Succession Planning
Prof Geoff Gantz Ivey Business School
Tests
Capability Based Intervie
ws
Customer
Meeting
Customer
Meeting Written Memo
Boss Presentation
In trayGroup Exercis
eOPQ
Driving Business Vision and Brand
Business Judgement
Leading Performance
Customer Drive
Working with Others
Drive, Commitment & Personal Development
graduate recruitment assessment matrix
2. Commercial Judgement
4. Customer Drive
5. Working with Others
6. Drive & Personal Development3. Leading Performance
• Judgement & decision making• Entrepreneurial & commercial thinking
•Inspiring trust•Driving execution & performance•Inspiring & developing others•Championing change
• Building customer loyalty & satisfaction
• Winning New Customers
• Building relationships & listening to others
• Valuing diversity• Influencing others• Managing collectively• Sharing knowledge & fostering
open communication
•Continual Learning•Driving Self to Achieve Collective Goals
•Adaptability
1. Driving Business Vision & Brand
• Future orientation• Strategic thinking• Differentiating HSBC’s business &
brand• Change & innovative thinking
Driving Business Vision & BrandDriving Business Vision & Brand
A. Future orientationB. Strategic thinking
C. Differentiating HSBC’s business & brandD. Change & innovative thinking
A. Future orientationArticulates a sensible view of the future of own business area Articulates a sensible view of the future of own business area
given changes in the local marketgiven changes in the local market
Articulates a broad range of changes in the local socio-economic, technological and regulatory Articulates a broad range of changes in the local socio-economic, technological and regulatory environment and accurately evaluates their potential impact on own business area/teamenvironment and accurately evaluates their potential impact on own business area/team
CAPABILITYCLUSTER
CAPABILITY
CAPABILITYDEFINITION
BEHAVIOURALEXAMPLES
CLUSTER DEFINITION
Is innovative and forward looking. Establishes team and personal objectives that are aligned with HSBC’s business goals. Supports
the differentiation of HSBC and its brand from competitors
cluster and capability breakdown
Employees
Key AssetStrategic HR Planning
Training & Development
Recruitment & Selection
Compensation & Benefits
Performance Management
Career Management
Succession Planning
Prof Geoff Gantz Ivey Business School
Set Goals
Appraise Performance
Mid year
Review
performance management cycle
January/February
July
December
On-goingreview
balanced scorecard
Financial
Learning & Growth
Internal Business Systems and Process
Customer
Employees
Key AssetStrategic HR Planning
Training & Development
Recruitment & Selection
Compensation & Benefits
Performance Management
Career Management
Succession Planning
Prof Geoff Gantz Ivey Business School
High Priority Name of Incumbent / Successor = Group Talent Pool
Medium Priority Name of Incumbent / Successor = Regional Talent Pool
Low Priority Name of Incumbent / Successor = HiPoMary Chan 0
General Manager PFS50 30 5 5
- Peter Lee, Head ASP PFS - Amy Yeung, Head of S&S
Peter Lee 1 Amy Yeung 1 Anthony Chan 1 Shirley Lam 1 KY Chan 1 Martin Kim 1
Head of ASP PFS Head of Sales & Service Head of Marketing Head of Strategy Bus An & Devt Head of Internet & SS Banking Head of Cons Credit Risk45 15 5 5 45 15 5 5 45 15 5 5 45 2 1 1 45 15 5 5 45 15 5 5
- Anthony Chan, Head of Mkt - KY Chan, Head of ISS - Louisa Kao, Head of Mkt Acq - James Lai, Head of SB & P\ - Joyce Li, Dy Head of ISS - Robert Lee, Head of Dec Sc - Tony Leung, Head of Cards - Lisa Wong, Head of L&D - Mable Ling, Head of Mkt Gwth - Dickson Poon, Head of BI - Peter Mcdonald, SM Mkt Dir Prop - Gary Fong, Head of CCR HBMY
Tony Leung 2
Head of Cards 40 10 3 2
- Lily Tse, SM Bus Prcs - Stella Chan, SM Ops
Michael Liu 2
Head of Mortgage & Deposits40 10 3 2
- Stephen Li, SM Dep - Mable Ling, Head of Mkt Gwth
Dorothy Lam 2
Head of Wealth Management40 10 3 2
- Sami Cheng, Head of Struc Prod - Andy Lau, Head of RIS
SUCCESSION PLANSUCCESSION PLAN
Employees
Key AssetStrategic HR Planning
Training & Development
Recruitment & Selection
Compensation & Benefits
Performance Management
Talent Management
Succession Planning
Prof Geoff Gantz Ivey Business School
ON-GOING PROCESSON-GOING PROCESS
talent management modeltalent management model
IDENTIFYIDENTIFY&&
ASSESSASSESS
MANAGEMANAGE&&
DEVELPDEVELP
RIGHTRIGHT PERSONPERSON
RIGHTRIGHT PLACEPLACE
RIGHTRIGHT
TIMETIME
talent poolstalent pools
Domestic
BusinessTalent Pool
Group `Talent Pool
GGM
Regionally Mobile
High Potential Pool(Future Leaders, Next Generation,
Graduates)
RegionallyMobile
InternationallyMobile
IM
Will Travel
RelocateIn Region
Take An InternationalAssignment
Recommended