hrm practice of hsbc
TRANSCRIPT
-
7/28/2019 HRM Practice of HSBC.
1/36
II N D E XN D E X NN U M B E RU M B E R
Acknowledgement
Executive summary
Origin of the report
Objective
Expected findings
The HSBC Group
Methodology
Facts & figures of HSBC:
HSBC Bangladesh
Mission
Organ gram of hsbc bangladesh
Department of my internship
Goals
Organ gram of MIC department
SOWT analysis of hsbc bd
Pest analysis of hsbc bangladesh
HRM system of hsbc bangladesh
MIC department contribution for hr debelopment
the result of the survey
Findings
Recommendation
Conclusion
-
7/28/2019 HRM Practice of HSBC.
2/36
Bibliography
AA C K N O W L E D G E M E N TC K N O W L E D G E M E N T
For the preparation of the report, I am grateful to various individuals. Here I want tomention them. First of all, I am very much grateful to my supervisorRezaFakhruzzamanas he asked me to concentrate only one issue and make afocus in depth, so that, I worked only with HRD and learned much of it.His guidance and suggestions made my works easier.
I would like to express my gratitude I am grateful to Mr. Abdullah Al Mamun, Manager,
Department of Compliance & Control, HSBC Bangladesh, Mr Syed Akter Hasan Uddin,
Manger, Department of HR, HSBC Bangladesh, Mr. Asif Iqbal, SO, HSBC Bangladesh,Mrs. Farzana Nahid, SO, HSBC Bangladesh,Mr Safual Islam, Manager, Department of
CRM, HSBC Bangladesh. Work with them on this project and provide necessary support
to me. They has availed me with their best support.
I want to thank my organizational supervisorMd Golam Shahariar, Officer, Complains
& Control Division of HSBC Bangladesh Limited to assist me with advice and
information during this project. Truthfully, they give me the concept and appropriate
direction to work in this paper. I am beholden to them for their information about the
present circumstances and future prospect of Human Resource Development in
Bangladesh
Lastly, I would like to give the special thank my intern friends
lincon,panna,shakil,manaon,anik,pk .
Hasibur Rahman
ID # 200334201744th Batch
-
7/28/2019 HRM Practice of HSBC.
3/36
EE X E C U T I V EX E C U T I V E SS U M M A R YU M M A R Y
The internship program is called Take Home while you find out. Every student of
University of Development Alternative (UODA) needs to do internship or research to
earn his/her BBA degree. I have done internship at HSBC Bangladesh. This report
contains two parts; the Organizational part and the Project part. In the organizational
part, I have tried give an overview of HSBC Bank through various information.
The project part is done on HSBC EMPLOYEES ATTITUDE. Here first of all I
have tried to find out the HRD system of HSBC & Employees Attitude for the bank.
Then I have found out the reasons behind such profile. To do this I have conducted
interviews and a survey of 50 HSBC employees who have been selected randomly
without giving any preference. I have noted my key findings from the research, made a
conclusion about it and at the very end I have provided some recommendation from
which farther conclusive research can be carried out.
-
7/28/2019 HRM Practice of HSBC.
4/36
OO R I G I NR I G I N OO FF TT H EH E RR E P O R TE P O R T
This report has been equipped as an obligation of the internship program. The report is
based on four months internship experience at Hong Kong and Shanghai Banking
Corporation Ltd. Bangladesh at Compliance and Control Department.
As an intern I started working at Compliance and Control Department of HSBC Bank and
worked there from 7th February 2009 to till. In this period I was assigned to KYC (Know
Your Customer) project. The main objective of the project was to gather additional
documents from the former HSBC Banks clients (who have opened their accounts before
the year 2002) to meet the Bangladesh Banks regulatory requirement. In this project I
worked with various departments colleagues of HSBC Banks employees and got the
opportunity to know their attitude. The topic was duly approved by supervisor in the bank
as well as in the university.
-
7/28/2019 HRM Practice of HSBC.
5/36
II N T R O D U C T I O NN T R O D U C T I O N
Human Resource is the most main elements of any organization. HSBC create
opportunities to facilitate employees to develop.
From its inception in 1996 The Hong Kong and Shanghai Banking Corporation opened
its first branch in Dhaka Kawran Bazar. HSBC Bangladesh offers a wide-ranging career
developing for their employee; in project I would like to find out HRM application in
HSBC Bangladesh is significant or not compare to its own standard & value created in
the international arena.
OO B J E C T I V EB J E C T I V E
The main objectives of my study are presented below:
Analyzing the HRD of HSBC bank in Bangladesh.
Analyzing the opinion of HSBC banks employees about HRD & management.
Making some meaningful recommendations so that HSBC bank Develop HR
policy & its international brand image.
EE X P E C T E DX P E C T E D FF I N D I N G SI N D I N G S
I thought it would come out that HRD system & employees opinion of HSBC bank has
truly a local culture. It has achieved the same amount of brand value as in International
arena. I felt the main reason could be high service quality, strict regulatory requirement,
brand value to its customer & best local knowledge. After completing the project I can
see my prediction was quite right. Indeed, the profile of customer of HSBC bank has a
-
7/28/2019 HRM Practice of HSBC.
6/36
rich diversity as it could be and the main reason has come out as pure local knowledge &
its brand value.
MM E T H O D O L O G YE T H O D O L O G Y
Source of Data: Primary as well as secondary data was used in preparing this report.
Primary data:
Personal Interview:
Face-to-face interviews of Mr. Abdullah-al-Mamun (Manager, Department of
Compliance and Control, HSBC bank) and Asif Iqbal(Staff officer, HSBC Bank), Mr
Syed Akter Hasan Uddin, Manger, Department of HR Department, HSBC Bangladesh,
Mrs. Farzana Nahid, SO, HSBC Bangladesh were conducted. These interviews helped
me a lot in doing the research. In addition, interviews of some other HSBCs employees
were also conducted.
Questionnaire:
I used a structured questionnaire in this research. The questionnaire was used to conduct
the survey of 50 HSBC s employees. I used the survey mostly in the evening period at in
Anchor Tower, Dhanmondi, Motijheel & lastly in Uttara.
Secondary Data:
Internal Source:
The following internal sources were used:
Annual Report of HSBC bank & HSBC group.
Prior research Report
Other Published documents of HSBC
-
7/28/2019 HRM Practice of HSBC.
7/36
External Source:
The following external sources were used:
Newspapers and magazines
Bangladesh banks and Finance Ministrys reports
Website.
Data Analysis techniques:
Data was presented through Graphs and charts. The finding was analyzed through cross
tabs and statistical analysis.Before going into detail discussion of the project, I think it
would be better to get some idea about HSBC bank Bangladesh and HSBC Group.
THE HSBC GROUP:
The HSBC Group is one of the biggest banking and financial service organization in the
world, with well recognized businesses in Europe, the Asia-Pacific region, the Americas,
the Middle East and Africa. HSBC Holdings plc is incorporated in England, with its head
office in London. The establishment in 1999 of HSBC as a uniform, international brand
name ensured that the Groups corporate symbol has become an increasingly familiar
sight across the world. HSBC differentiates its brand from those of its competitors by
describing the unique characteristics which distinguish HSBC, summarized by the words
The worlds local bank
Group structure:
HSBC Holdings is a public limited company incorporated in England and Wales.
Headquartered in London, the HSBC group operates in five regions: Europe; Hong Kong;
-
7/28/2019 HRM Practice of HSBC.
8/36
-
7/28/2019 HRM Practice of HSBC.
9/36
Profit (pre-tax) - US$12,517 million (6,997 million, HK$97,107 million) for
the first half of 2006.
Capital strength - Tier 1 capital ratio is 9.4% & Total capital ratio is 13.4% at 30
June 2006.
International reach - Around 9,500 offices worldwide.
Staff- About 280,000 employees in 76 countries and territories.
Customers - Around 125 million worldwide, with a total e-customer base of over
29 million
HSBC Bangladesh
In Bangladesh, HSBC started in 1996 and currently has a network or 7 branches as the 2nd
largest foreign commercial bank in the country. HSBC also has a network of 11 ATMs
in the country, 5 sales and service center including ATM Machines, Easy Pay Machines,
Phone Banking, Access to the HSBC website and a dedicated officer at the premises, all
together comprises the HSBC Customer Service Center. Easy Pay is a sophisticated
bill payment machine developed with a Touch screen formula enabling both HSBC
and non-HSBC customers to pay their utility bills, deposits, HSBC credit card payments
etc. The seven branches are in HSBC Dhaka (DAK), Motijheel (DMO), Gulshan (DGU),
Dhanmondi (DHA), Uttara (DUT), Chitagong (CHG), and Sylhet (SZY). At the end of
year 2006 HSBC has opened another branch in Chittagong. Another branch will open
very shortly in Dhaka Mirpur. A suitable place is searching for this reason.
MISSION
-
7/28/2019 HRM Practice of HSBC.
10/36
The purpose of being in Bangladesh for HSBC is to create a vast international network of
HSBC group, which are regarded as a worlds largest local bank. Their ultimate mission
is to gain local knowledge so that they can give out excellent financial services to the
local people and carry out vast knowledge to the worlds financial business. The other
specific mission of HSBC are-
Leading in the chosen markets
Delivering an outstanding client experience based on excellence in sales, service
and solutions
Achieving a superior, ethically based, long-term return for our shareholders
Building highly motivated, high performance teams
Creating a challenging, rewarding and fun work environment
Continue to invest in technology and people.
Expanding the branch network to remain competitive
OO R G A NR G A N G R A MG R A M OO FF H S B C BH S B C B A N G L A D E S HA N G L A D E S H
The Organ gram or organizational chart of HSBC Bangladesh represents the structure ofan organization in terms of rank. The chart shows the managers and sub-workers who arein the organization
-
7/28/2019 HRM Practice of HSBC.
11/36
DD E P A R T M E N TE P A R T M E N T O FO F M YM Y I N T E R N S H I PI N T E R N S H I P
As an intern I started working at Compliance and Control Department of HSBC Bank
Bangladesh and worked there from 7th February 2007 to till. In this period I was assigned
to KYC (Know Your Customer) project. HSBC started its operation in Bangladesh in
1996. As we know that it is a multinational bank, it used to conduct a smooth operation.
Money laundering is a recent issue in our country but HSBC was so aware of it since it
started its operation in Bangladesh. It used to have all the necessary precautions to deal
with money laundering. For this, the department followed the standard procedure settled
by Bangladesh Bank with The Money Laundering Act, 2002 and the Global Policy and
Procedures (GPP) which was established to apply to all business units worldwide.
GG O A L SO A L S
-
7/28/2019 HRM Practice of HSBC.
12/36
The goal of the MIC department is to work successfully on the overall transaction
procedure and profile of HSBC or simply follow the rules and regulation settled by the
Bangladesh Bank.
Maintaining ample control systems
Properly identifying customers
Recognizing suspicious transactions
Reporting suspicious transactions
Maintaining proper records
Training of staff
OO R G A NR G A N G R A M O FG R A M O F M I C DM I C D E P A R T M E N TE P A R T M E N T
Fig: Organ gram of MIC Department, HSBC Bangladesh
S O W T AS O W T A N A L Y S I SN A L Y S I S O FO F H S B C B DH S B C B D
Strengths:
-
7/28/2019 HRM Practice of HSBC.
13/36
HSBC is a very competitive organization. HSBC sponsored the top programs, seminars,
writing competition and gained valuable coverage. HSBC Bangladesh has coverage of 7
branches & 14 ATM machine in Bangladesh. There are 500 staffs who work for HSBC
either in back office or in front office. HSBC is strong at research and development, as is
evidenced by its evolving and innovative product & service range. HSBC is a global
brand. It is the number one best retail bank in the world in 2005-06 & it has the highest
brand value after CITI NA in Bangladesh. HSBC has more social awareness than other
banks in Bangladesh right now.
Weaknesses:
The organization does have a diversified range of products & services. However, the
income of the business is still heavily dependent upon its share on the retail market. It
caters less the corporate market than the SCB. This may leave it vulnerable if for any
reason its market share erodes. The retail sector is very price sensitive. So, if they found
higher interest rate offering by other private banks of Bangladesh then they will loose
customers.
Opportunities:
HSBC has the opportunity to build up more branches to make more convenient for the
customers. The brand it got in the international arena, HSBC Bangladesh has the
opportunity to use that in the local level to get more priority from the customers. This
creates its own opportunities; there is also the opportunity to develop products and
services such as insurance business & huge investment in capital market etc. Such high
value items do tend to have associated with them, high profits. The business could also be
developed internationally, building upon its strong global brand recognition. There are
-
7/28/2019 HRM Practice of HSBC.
14/36
also global marketing events that can be utilized to support the brand such as the sports &
other cultural activities.
Threats:
HSBC is exposed to the international nature of trade. It has to deals in different
currencies and so costs and margins are not stable over long periods of time. Such an
exposure could mean that HSBC may be doing banking business at a loss. The new
technology emerges to protecting the currency value & use options for better credit rate
earnings. The market for banking sector is very competitive. The model developed by
HSBC to be worlds local bank is now commonly used and to an extent is no longer a
basis for sustainable competitive advantage. Competitors are developing alternative
brands to take away HSBCs market share.
PP E S TE S T AA N A L Y S I SN A L Y S I S O FO F H S B CH S B C BB A N G L A D E S HA N G L A D E S H
We know that a scan of the external macro-environment in which the firm operates can
be expressed in terms of the following factors:
Political
Economic
Social
Technological
-
7/28/2019 HRM Practice of HSBC.
15/36
HSBC considers the PEST analysis very important to understand better the local
environment before beginning the marketing process. HSBCs environmental analysis is
a continuous process.
HSBCs environment is made up from:
The internal environment - internal customers like, office technology, wages
and finance, etc.
The micro-environment - external customers like agents and distributors,
suppliers, competitors
The macro-environment - e.g. Political (and legal) forces, Economic forces,
Socio cultural forces, and Technological forces. These are known as PEST factors
Political Factors:
The political arena has a huge influence upon the regulation of HSBCs businesses.
We can consider the following aspects-
The political environment is not stable, so as the banking sector. Though the
business activity is wholly regulated by Bangladesh Bank, in a country like
Bangladesh, HSBCs banking activity is depending on the political culture of
Bangladesh.
Government policy influence laws that regulate HSBCs business.
The government's position on marketing ethics, culture & religion is totally based
on custom & culture of Bangladesh. So, HSBC is following that custom.
-
7/28/2019 HRM Practice of HSBC.
16/36
Economic Factors:
HSBC considers the state of a trading economy in the short and long-terms. The interest
rates for various accounts are quite attractive. The bank also invested a huge portion of
money to the T-bill market. The level of inflation also affects the business values in
Bangladesh. Though as being a foreign bank it can adjust that inflation very easily.
Socio cultural Factors:
HSBC considers the social and cultural factors considerably. Like-
It thinks about the principle religion of the country and gives its employees the
best possible benefit for that. Two bonuses in a year are based on two Eid
festivals.
The attitudes towards other products and services of other competitive banks are
marked specifically. They try to update their system & procedure in a standard
manner.
Our mother tongue is Bengali. I saw the top level mangers are converse with one
another in Bengali. Even the CEO who is foreigner is trying to use Bengali with
other members in the bank.
HSBC knows that, the people of Bangladesh are very emotional in nature. So, try
to adopt that emotion in their business for better understanding the local customer.
Technological Factors:
Technology is vital for competitive advantage, and is a major driver of globalization.
-
7/28/2019 HRM Practice of HSBC.
17/36
HSBC allows a better technology for its products and
services to be made more cheaply and to a better standard of quality to the
customer.
These technologies offer consumers and businesses more
innovative products and services such as Internet banking, ATM machine
etc.
HSBC offers its customers to a new way to communicate
with consumers e.g. Customer Relationship Management (CRM) etc
-
7/28/2019 HRM Practice of HSBC.
18/36
H R M SH R M SY S T E MY S T E M OO FF H S B C I N BH S B C I N B A N G L A D E S HA N G L A D E S H
What type of people do HSBC want for their brand advocates?
Open-minded, outward-looking, optimistic, cosmopolitan, modern, future-orientedpeople.
They all have considered aspirations and ambitions.
HSBC - Best place to work
HSBC have a low turnover rate
-
7/28/2019 HRM Practice of HSBC.
19/36
Interview(s)
Recruitment tests
Job offer! Which types of candidate HSBC looking for?
Interpersonal and communication skills
Leadership qualities
Abilities to be a team player
Drive
Energy
Adaptability
Integrity and Loyalty
Humility
HSBC Philosophy
That means why HSBC Bangladesh concern about the employees. They have some logic.Now we explain-
Quick To Respond - HSBC will always try to anticipate and act quickly to ensure bankMeet and exceed banks customers ever-changing expectations
Respectful - HSBC dont accept stereotypes. HSBC look for the value in everyone.
Fair - HSBC reward our customers for the commitment they give to us.
Perceptive - HSBC look harder, in order to understand things more deeply,And this informs everything we do.
Progressive - HSBC are driven by the belief that we can shape a better future.
The Courtship Period
The Probation period at HSBC lasts six months during which assessment on:
-
7/28/2019 HRM Practice of HSBC.
20/36
- Good performance- being customer driven- having sound commercial judgment- Able to work with others- committed and
- Able to drive business and brand
Induction to HSBC
e-learning
Confirmation
Future is what candidate makes it
M I CM I C D E P E R T M E N TD E P E R T M E N T C O N T R I B U T I O NC O N T R I B U T I O N F O RF O R H RH R D E B E L O P M E N TD E B E L O P M E N T
Arrange quiz: MIC department arrange quiz within the Head office & all branches ofemployees. It called AML (Anti Money Laundering) test. Awareness creates within allemployees by this test. 80 % is the pass mark of this test. Who get the highest mark; theyare reward by MIC department.
External training: It includes AML guideline & how employee the banking works,
properly identifying customers, recognizing suspicious transactions, reporting suspicious
Transactions, maintaining proper records
Internal training: it include complains, front office & back office, data privacy, fraud.
T H ET H E R E S U L TR E S U L T O FO F T H ET H E S U R V E YS U R V E Y
Q. Designation:
(A) Executive (B) Senior Officer (C) Assistant Officer
Answer:
DESIGNATION PERCENT
EXECUTIVE 6
SENIOR OFFICER 19
ASSISTNT OFFICER 25
-
7/28/2019 HRM Practice of HSBC.
21/36
DESIGNATION
12%
38%
50%
EXECUTIVE SENIOR OFFICER ASSISTNT OFFICER
From the above figure, we can understand 50% of surveyed employees were Assistant
officer. 38% of surveyed employees were senior officer & rest 12% are executive. Since I
worked in the back office of HSBC, it was easy for me to reach those employees
Q. How long you are working here:(A) 1-2 Years (B) 2-3 Years (C) 3-4 Years (D) 4-5 Years (E) 5-6 Years (F) Above 6 years
Answer:
No. Of Years Number
1-2 years 10
2-3 years 9
3-4 years 6
4-5 years 9
5-6 years 10
Above 6 years 6
-
7/28/2019 HRM Practice of HSBC.
22/36
YEAR
10 9
6
9 10
6
0
2
4
6
8
10
12
1-2 years 2-3 years 3-4 years 4-5 years 5-6 years Above 6
years
Number
From the above figure, we can understand 50% of surveyed employees working till 1-4
years range. Rest 50% of surveyed employees working till 5 to 6 years above this range.
Since I worked in the back office of HSBC, it was easy for me to reach those employees.
Q. Is This Your First Job? (A) Yes (B) No
Ans:
Comment NO. of Employee
YES 28
NO 22
-
7/28/2019 HRM Practice of HSBC.
23/36
FIRST JOB
56%
44%
YES NO
From the above figure, we can understand 56% of surveyed employees first job is HSBC.
Rest 44% of surveyed employees 2nd job or other is HSBC. Since I worked in the back
office of HSBC, it was easy for me to reach those employees.
Q. Edification: (A) Graduate (B) Post-Graduate & Others
Ans:
Edification No of employee
Graduate 15
Post-Graduate 35
-
7/28/2019 HRM Practice of HSBC.
24/36
EDIFICATION
30%
70%
Graduate
Post-Graduate
From the above figure, we can understand 70% of surveyed employees edification is
Post-graduate. Rest 30% of surveyed employees edification is Graduate. Since I worked
in the back office of HSBC, it was easy for me to reach those employees.
Q. Of the following which types of training that you have already obtained?
ANS:
TRANING METHOD NO. OF EMPLOYEE
Induction 50
Internal Training Local 50
Internal Training Oversees 26
External Training (Bangladesh Bank/BIBM)
6
-
7/28/2019 HRM Practice of HSBC.
25/36
NO. OF EMPLOYEE
0
10
20
30
40
50
60
Induction
Internal
Training
Local
Internal
Training
Oversees
External
Training
(Bangladesh
NO. OF EMPLOYEE
From the above figure, we can understand 100% of surveyed employees got induction
than 100% of surveyed employees got IT(L) & 26% surveyed employees got
IT(O).external training got 6% surveyed employees. Since I worked in the back office of
HSBC, it was easy for me to reach those employees
Q. Are You Satisfied With the Training & Development Program Of HSBC?
(A) Yes (B) No. Than Reason
Ans: From this question, we can understand 100% of surveyed employees satisfied with
the training & development program of HSBC. Since I worked in the back office of
HSBC, it was easy for me to reach those employees.
-
7/28/2019 HRM Practice of HSBC.
26/36
Q. Are you satisfied with the existing pay benefit of HSBC?
Ans:
NO. OF EMPLOYEE
YES 10NO 40
From the above figure, we can understand 80% of surveyed employees are not satisfied
with existing pay benefit of HSBC. And 20% told they are satisfied. Those are told they
are satisfied basically they are the executive & senior officer. Since I worked in the back
office of HSBC, it was easy for me to reach those employees
Do you think that your pay benefit is similar to the other competitors of the market?
(A) Yes (B) NoAns:
COMMENT NO. OF EMPLOYEE
YES 5
NO 45
SATISFY WITH EXISTING BENEFIT
20%
80%
YES
NO
BENEFIT
10%
90%
YES NO
-
7/28/2019 HRM Practice of HSBC.
27/36
From the above figure, we can understand 90% of surveyed employees are not satisfied
with existing pay benefit of HSBC when it compare with other bank that means
competitors. Since I worked in the back office of HSBC, it was easy for me to reach
those employees
Q. Are you satisfied With the Existing Career Development program (Road Map)
Of HSBC?
(A) Yes (B) No
Ans: From this question, we can understand 100% of surveyed employees satisfied withCareer Development program (Road Map) Of HSBCSince I worked in the back office of HSBC, it was easy for me to reach those employees.
Q. Do you think switching the job is fair enough for the career development?
(A) Yes (B) NoAns:
COMMENT NO. OF EMPLOYEE
YES 18
NO 32SWITCHING THE JOB FAIR ENOUGH
36%
64%
YES
NO
-
7/28/2019 HRM Practice of HSBC.
28/36
From the above figure, we can understand 64% of surveyed employees are think
switching the job is fair enough for the career development. And 36% told they are they
are think switching the job is good for the career development. Since I worked in the
back office of HSBC, it was easy for me to reach those employees
Q. Do You Think Staff Switching Is Harmful For The Organization?
(A) Yes (B) NoAns:
COMMENT NO. OF EMPLOYEE
YES 38
NO 12
SJ HARMFUL FOR THE ORG
76%
24%
YES
NO
-
7/28/2019 HRM Practice of HSBC.
29/36
From the above figure, we can understand 76% of surveyed employees are does not
think switching the job is not fair enough for the organization. And 24% told they are
they are think switching the job is not harmful for the organization. Since I worked in the
back office of HSBC, it was easy for me to reach those employees
Q. What do you think about mid-level management of HSBC?
Ans:
COMMENT AMOUNT
Strong 23
Good 17
Fair 8
Satisfactory 2
Below Standard 0
SATIFACTION ABOUT MID-LABEL MAG
46%
34%
16%
4%0%
Strong
Good
Fair
Satisfactory
Below Standard
-
7/28/2019 HRM Practice of HSBC.
30/36
From the above figure, we can understand 46% of surveyed employees think HSBC BD
mid-level management is strong & 34% surveyed employees think mid-level
management system is good. Basically the employees of the HSBC satisfied with mid-
level management of HSBC Since I worked in the back office of HSBC, it was easy for
me to reach those employees
What do you think about top-level management of HSBC?
(A) Strong (B) Good (C) Fair (D) Satisfactory (E) Below Standard
COMMENT AMOUNT
Strong 38Good 10
Fair 2
Satisfactory 0
Below Standard 0
From the above figure, we can understand 76% of surveyed employees think HSBC BD
top-level management is strong & 20% surveyed employees think top-level management
SATISFACTION ABOUT TOP MANAGEMENT
76%
20%
4%
0%
0%
Strong
Good
Fair
Satisfactory
Below Standard
-
7/28/2019 HRM Practice of HSBC.
31/36
system is good. Basically the employees of the HSBC satisfied with top-level
management of HSBC. Since I worked in the back office of HSBC, it was easy for me to
reach those employees
FF I N D I N G SI N D I N G S
After analyzing all the information and survey result, I would like to present my findings:
Designation:
50% of surveyed employees were Assistant officer. 38% of surveyed employees were
senior officer & rest 12% are executive. Because messenger, Clark etc. This types
Employees hair from other company.
Duration of job:
50% of surveyed employees working from 1-4 years range. This range employees
maximum join from internship programme & those had 1 or 2 years working experience
in same field. Other 50% of surveyed employees working from 5 to 6 years above this
-
7/28/2019 HRM Practice of HSBC.
32/36
range. In this group some are haired from other multinational bank or same type
organization
First Job:
56% of surveyed employees first job is HSBC. Rest 44% of surveyed employees 2 nd job
or other is HSBC.
Edification
70% of surveyed employees edification is Post-graduate. Rest 30% of surveyed
employees edification is Graduate.
Training obtained:
100% of surveyed employees got induction than 100% of surveyed employees got IT (L)
& 26% surveyed employees got IT (O).external training got 6% surveyed employees
Satisfaction about Training & Development Program of HSBC
100% of surveyed employees satisfied with the training & development program ofHSBC.Satisfaction about the existing pay benefit of HSBC
80% of surveyed employees are not satisfied with existing pay benefit of HSBC. And 20% told
they are satisfied. Those are told they are satisfied basically they are the executive & senior
officer.
Pay benefit is similar to the other competitors of the market
90% of surveyed employees are not satisfied with existing pay benefit of HSBC when it
compare with other bank that means competitor
Switching the job is fair enough for the career development
We can understand 64% of surveyed employees are think switching the job is fair
enough for the career development. And 36% told they are they are think switching the
job is good for the career development.
-
7/28/2019 HRM Practice of HSBC.
33/36
Staff Switching Is Harmful For the Organization
76% of surveyed employees are does not think switching the job is not fair enough for
the organization. And 24% told they are they are think switching the job is not harmful
for the organization.
Mid-level management of HSBC
we can understand 46% of surveyed employees think HSBC BD mid-level management
is strong & 34% surveyed employees think mid-level management system is good.
Basically the employees of the HSBC satisfied with mid-level management of HSBC
About top-level management of HSBC
We can understand 76% of surveyed employees think HSBC BD top-level management
is strong & 20% surveyed employees think top-level management system is good.
Basically the employees of the HSBC satisfied with top-level management of HSBC.
RR E C O M M E N D A T I O NE C O M M E N D A T I O N
Pay Benefits:
In my research maximum employees are not satisfied the pay structure. Because in entry
level pay structure of HSBC is not competitive than other foreign banks like CITI NA,
SCB. So HSBC authorities have to modify the entry level pay structure.
Switching job
From my research maximum employees of HSBC Bangladesh think switching job is
good for the career development. In this case my suggestion definitely those employees
-
7/28/2019 HRM Practice of HSBC.
34/36
are not satisfied about HSBC system. Like- promotion, lobbing. So HSBC Bangladesh
has to be concern about that fact.
Mid level management
Big portions of employee are not satisfied about mid level management. Maximum time
some senior officer does not coordinate well. For that reason assistant officer does not
feel comfort and they feel like fish out of water. HR department have to arrange some
training for that this situation will be eliminate soon.
Some additional recommendation
HSBC have to modify their canteen system.
HSBC have to create place for prayer.
HSBC have to modify their fresh room system for Lady Employees.
HSBC have to modify their recruiting system. Because some strong group are
dominant this system like- CADET COLLEGE ASSOCIATION. NSU.
CC O N C L U S I O NO N C L U S I O N
In the conclusion, it can say that, HSBC Bangladesh has the potential segment of HR
system in its banking sector, which is exactly same to the brand value which it achieves
in the international arena. It is also giving the highest level of environment for the
employees who are working in this bank. In the corporate arena HSBC bank is known for
its brand image. So, comparing all the information & survey analysis the employee
attitude of HSBC Bangladesh is showing one of the best values comparing to any
banking entity in Bangladesh.
-
7/28/2019 HRM Practice of HSBC.
35/36
BB I B L I O G R A P H YI B L I O G R A P H Y
http://bangladeshbank.org/
http://www.thedailystar.net/
Annual Report of HSBC for the year 2004 and 2005
Monthly Economic Trends (July 2005), Statistics Department Bangladesh Bank
Marketing Research (fourth edition) by Naresh K. Malhotra
-
7/28/2019 HRM Practice of HSBC.
36/36
Interview of Mr. Asif Iqbal, SO, HSBC Bangladesh.
Internship report on Standard Chartered by khokon.