The Strategies established by RBS

to Attract and Retain the Best Talent

By –

Vismay Parab

Ameya Dhawale

Sushil Pillai

Pratik Rothe

Nitesh Kumar

Tutor – Roopa Nagori

STRATEGIES AT RBS TO ATTRACT THE BEST TALENT

Being worlds leading Financial Services company and constantly opening new avenues.

Positioning itself as a World-class employer.

Offers a lot of different career opportunities, due to its scale and diverse range of businesses.

Recruitment is based on Merit, from the widest pool of talent available.

Has an Apprenticeship Programme for After leaving School.

Has a Graduate Development Programme for After leaving University.

Offering Competitive Salary based on skills and experience regardless of where in the world you are based.

Offering the ‘RBS Total Reward Package’, a specific set of benefits designed to go far beyond the Salary aspect of remuneration.

RBS contributes to various Projects in the UK to improve communities and the lives of people involved.

STRATEGIES AT RBS TO RETAIN THE BEST TALENT

Performance specific job targets and payments for results.

Also greater achievement to accomplishing ‘Stretch Targets’.

Several Herzberg’s Motivators used:

- Employees get recognition for good work.

- They have collective sense of achievement when the whole business does well.

- They gain extra responsibility and achievement though regular performance reviews.

- when RBS people do well in their work, the company rewards them.

Maslow’s Hierarchy of Needs plays a vital role in how RBS motivates its employees.

Offering competitive salaries against those for similar jobs in other Financial Services Companies.

Offers many non-financial rewards which improve the employees personal lifestyle.

Additional bonus payments on top of Basic Salary

- Company profit sharing Scheme (10% of Salary).

- Individual performance related bonus.

- Together they would be quite substantial.

Recognition of good performance by Graded Progression.

Encourage employees to Grow and Develop their skills and abilities / talent.

Personal Development also can involve more training, attending courses or gaining new understanding and skills.

Improve prospects of career growth in the organization.

Support community involvement in projects that matter to its people, like Double-match Donation.

STRATEGIES AT RBS TO RETAIN THE BEST TALENT (Contd.)

PSYCHOLOGICAL CONTRACTS ‘ICEBERG MODEL’

Employer Rewards

SECURITY- Total Rewards Package - Competitive Salaries

TRAINING / DEVELOPMENT- Encourages employees to grow and develop their skills and abilities

RECOGNITION- Individual performance related bonus- Graded progression in the organization

PROMOTION / GROWTH- World wide opportunities- Personal development through training and attending courses

LIFE BALANCE / WELL-BEING- Health and Medical Benefits, child-care facilities- Paid holidays

INTEREST / VARIETY / TRAVEL

- Support community involvement in projects that matter to its people

- Microsoft UK Challenge for NSPCC and cycling across Himalayas for British

Wheelchair support

FLEXIBILITY / TOLERANCE

- Personal choice in working hours

- Option of buying and selling holidays

STATUS / RESPECT

- Representing worlds leading financial services company

- Competitive salaries against those for identical jobs in other similar Companies

BENEFITS / PENSION

- Company profit sharing scheme

- Mortgages, personal loans and banking at special staff-discounted rates

CONTROL / INFLUENCE

- Stretch Targets

OWNERSHIP / EQUITY