Planning for HR needs will help to ensure your employees have the

skills and competencies your business needs to succeed. An HR plan

works hand in hand with business plan to determine the resources

we need to achieve the business’s goals.

The following three-step method is designed to help you determine

whether or not you are ready to hire:

1. Identify Business Strategy and Needs

2. Conduct a Job Analysis and Write a Job Description

3. Determine the Feasibility of Hiring

If you decide that you need additional employees to fulfill your

business strategy, it is recommended that you conduct a four-step

job analysis:

1. Review your current workforce.

2. Identify any skills and knowledge gaps.

3. Write a Job Description

4. Set an Appropriate Salary

Stage 1- CV Submission

Stage 2- Application Submission by shortlisted candidates

Stage 3- First Level Interviews

Stage 4- Case Study Based Group Discussions (Business

Specific)

Stage 5- Final Interview

Headhunting (also known as Executive Search)

This is the most pro-active method of recruitment; this approach

targets the very best candidates, who are usually happy in their

current positions and therefore do not read job advertisements.

Candidates who are approached using this method need to be sold

the position on offer but it also has to be the right career move for

them. Naturally, the positions offered to potential candidates need

to be of the highest caliber, and the overall process needs to reflect

the utmost confidentiality of all parties.

Information Gathering – Defining the recruitment brief, organisation culture and business drivers. Agree fees and timescales.

Research – Locating suitable candidates within relevant organisations.

Targeting – Making first candidate approaches based on research findings.

Pre-Selection – Face to Face candidate interview and assessment.

Recommend Shortlist – Client review meeting to finalise and accept the shortlist.

Client Interviews.

Interview De-brief.

Offers or Rejections.

Successful candidates commence employment.

HEADHUNTING PROCESS STEPS:

The Candidates should also demonstrate a high level of the following competencies:

Intellectual Capacity Achievement Orientation Leadership Capabilities Personal/ Interpersonal Skills Functional Knowledge Strategic Orientation Innovation Adaptability & Flexibility Problem Solving

Citibank introduced a Performance Scorecard Score card.

The implemented performance scorecard specifies goals and

measures manager’s performance in 6 areas:

Financial measures

Strategy implementation

Customer satisfaction

Control measures

People

Standards

Main target of our organization is the continuous training of our staff, with significant training & development programs for each job:

On-line evaluation of performance & Goal setting

Continuous on-line Training and Webex Conferences in banking & principles of management

Induction Training

Supervisors Development Academies

Continuous certifications in bank products

Trainings with specialized Citi executives from abroad

Talent & succession planning

Mentoring & Coaching

Management Associate Programs

Knowing CITI

Personal meetings with HR

Participation in cross functional development projects

Participation in Conferences

Enhance Shareholder Value through the Practice of Responsible

Finance

Facilitate Competitiveness to Attract and Retain the Best Talent

Promote Meritocracy by Recognizing Employee Contributions

Manage Risk Through Sound Incentive Compensation Practices

Provide Strong, Independent Oversight of Compensation

Practices

Provide for Transparency to Employees, Shareholders, and

Other Stakeholders

Citi is committed to the continuous professional development of all its employees.

Wherever possible Citi will provide you with opportunities for career development to enable you to continue to enhance your skills and knowledge.

These opportunities will help you make the most effective contribution in your present position and will enable you to qualify for consideration for appropriate promotion opportunities.

Training is available in the form of formal tutor-led courses, coaching, team offsites and multimedia products. A full curriculum in banking/technical skills, management development and personal business skills are offered.

Succession planning is a process for identifying and

developing internal people with the potential to fill key

business leadership positions in the company. Succession

planning increases the availability of experienced and capable

employees that are prepared to assume these roles as they

become available.

Citi looks for the following attributes

Trust and integrity

Looking after the team

Citi At Work is an Employee Benefits Program that looks after the financial needs of busy professionals, providing them with the opportunity to enjoy a full suite of banking privileges, the convenience of easy reach to world-class financial products and key to a wealth of financial knowledge at the workplace.

Citi At Work looks after the financial and welfare needs of employees by providing :

The opportunity to enjoy a suite of exclusive banking privileges directly from Citibank.

The means to improve financial and professional knowledge

The convenience of easy access to world-class financial products and services