STANDARD CHARTERED

Standard Chartered is the world’s leading emerging markets bank.

SCB is one of the world's most international banks in terms of the diversity of their people

It employs 73,800 member staff ,nearly half of whom are women.

It has over 125 nationalities represented over bank.

The extraordinary growth of its business provides challenging international career opportunities.

The Group is committed for upholding high standards of corporate governance, social responsibility, environmental protection and employee diversity

At Standard Chartered Bank, human resource planning involves –

• Forecasting the numbers of people which will needed by the bank,

• Working out the best way of recruiting & selecting them as and when they are needed and

• Maintaining best practices to retain the employees.

Recruitment• Employee referrals• The banks also has a tie up with Manpower

Services Consultancy - A consultancy firm • The company also posts its vacancies through

its home page where the candidate can post its resumes through the link Carrer@standardchartered.com

• It has a Global Graduate Recruitment Program.

Selection

• Standard Chartered selects employee based on knowledge, skills and talent.

• Standard Chartered is committed to provide equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status.

• In India, it partnered with a non-governmental organisation (NGO) to improve job prospects for people with disabilities

• Over the last 12 months, the Group trained and hired a number of blind employees

Performance Appraisal

• Individual Performance Management

• Performance Management at Senior Levels

Employee Training & Development

• Orientation• Product & Skill Training• Self-learning • Recognised for the talent and learning practices by Harvard Business Review 2008 (HBR).•Also one of the three organisations featured in the November issue of the HBR on ‘Winning the Talent Race in Emerging Markets’.•Wins ‘Best in Staff Training Development’ Award in 2009.

• The site, www.vir.us is an animated eLearning website which provides a fun and interactive "edutainment" experience.

• The ‘Great Manager Programme’ is the internal talent development programme for all people managers, providing the tools and support to engage their teams.

• In 2008, we launched a talent exchange programme between China and India to forge stronger working relationships and cultural understanding between these two strategically important markets.

Compensation

• Rewards & recognitiono Conduct salary surveys.o Regular review of employee’s performance and

development.o Provides various incentives in the form of bonuses to

encourage the employees and motivate them to continue with their high performance.

• Annual performance bonuses are discretionary and are delivered in a combination of cash and deferred shares.

• Travelling incentives:- employees are given travelling incentives as per the shift they are given to work.

12pm to 9pm – Rs 100 per day

1pm to 10pm – Rs 100 per day

2pm to 11pm – Rs 100 per day

3pm to 12pm – Rs 200 per day

Night shift – 9pm to 7am - Rs 200 per day

General Practices• Employee health, well-being and safety.• World leader in HIV education by UNAIDS in 2008 - The

Bank decided to spread the message externally as well and pledged to educate one million people on HIV/ AIDS by 2010.

• All new employees are required to complete an online module on HIV and AIDS within three months of joining the Bank

• Standard Chartered is strongly committed to promote innovation within the organization and in the countries in which it operates. TechExpo 2010 is a step towards this commitment.

• Mandatory off (MO)- 30 days per calendar year. (January to December). Employee has to take minimum 15 MO’s till the end of every 6 months, that is till the end of june, next 15 MO’s till the December End

• Balancing work and personal commitments• ‘Happy Fridays/Thursdays’ were launched in 23 countries in 2008.

Every Friday/Thursday, employees are discouraged from beginning internal meetings late in the afternoon, so they can leave promptly at the end of the day. Employees are also encouraged to plan a fun activity at least one Friday/Thursday afternoon each month.

• The unique KidKare Centre in Colombo, Sri Lanka, has helped employees balance their work and family commitments. The centre provides day care services and educational activities throughout the working day for children aged between six months -12 years.

Gender diversity

• There is strong female representation in the global talent pools.

• Women make up 46 per cent of our total workforce and the number of women in senior management roles has increased.

• The Bank actively supports International Women’s Day.

• As an’I n D’ initiative, launched an ‘Off Ramp’ project which encourages housewives to return to work while based at home and, so far, 30 have returned to work in India.

Work - Culture

• Job- Security

• Equitable division of work amongst employees.

• Mutual trust

• Birthday celebrations are carried out in the organization by gifting them with cards and gifts.

• During the festivals the employees decorate the organization and then sweets are also distributed to them.

• On-line Human Resource Management System, which acts as an intranet, is provided to the employees to keep them updated with all the information about the organization & about their personal records

• In 2008, it wins the ‘Employer of Choice Award’• And the’Gallup-Great Place to Work Award’.