Presented by:Syed Solat Abbas RizviAliza Fatima Neelam NadeemMuhammad MubashirFarhan Hussain

Bahria University Karachi CampusMBA 4B - 2016

Case Study on Standard Chartered Bank Pakistan

Introduction The leading international bank in Pakistan. First Awarded Islamic banking license. Firstly open an Islamic banking branch. Opened its first office in March 1863 at Karachi. Employs over 4,500 people in Pakistan 176 branches across over 41 cities1 10 dedicated Sadiq branches and around 196 ATMs.

Human Resource Vision of SCB:

• Well organized, creative and most talented workforce among local and international banks.

• Standard Chartered Banks believes on job description and person specification

According to HR Head of SCB Mr. Parvez Ghias

 ‘’At SCB, hiring is a two way process where HR heads ensure that the job fits the individual, not deteriorating to think how Standard Chartered would fit the individual’’ 

HRM SETUP IN SCB

• Focus on managerial functions and operative functions. • Managerial functions consists of planning, recruiting, training, researching, rewarding and compensating for the future.

OPERATIVE FUNCTIONS

• Development, • Maintenance, • Compensation,• Motivation, • Industrial relations.

HRM SETUP IN SCB• Investment in employee engagement• Makes investments in attracting and developing

talented and dynamic professionals• Consider employees are its most valuable asset in

the organization

HR Planning• Process to ensure that company has right people at

right place at right time• Forecasting the numbers of people which will needed

by the bank at Standard chartered • Employees as assets instead of expenditure.

Strategic Objectives of the Human Resource Department of SCB

Combination of HR planning and business planning which guides to accomplish the vision, mission and business objectives of the organization.

Objectives of Human Resource in SCB

Restructure HR functions.Ensure conformity with state rules and regulations and corporate norms.Ensure necessary manpower at all times.Ensure market driven pay and benefits.Offer career expansion opportunities.Initiate certificate programs and ensure fair performance evaluation

SO WHAT DOES RECRUITING MEANS?

• The process of making a list of candidates that fulfill the eligibility and have the skills to fill the required position in any organization is termed as recruiting

Hire the right person for the post and then better motivate and train them

Behind recruitment what’s the aim of any organization?

RECRUITING CRITERIA IN STANDARD CHARACTERED

Two Several ways. Bank looks for most talented individual

externally to increase internal wealth HR advices to use PSYCOMETRIC TEST.

PROCEDURE FOR RECRUITING INTERNALLY AND EXTERNALLY:

The bank advertises a position with various media.

Make supervisory recommendations

Why internal recruiting?

Reason for looking external recruitment

STAGES OF RECRUITMENT:

1. Online Assessment2. Online strength Assessment Online aptitude test Abstract reasoning

3. Numerical reasoning4. Video interview

Online Assessment

Online strength Assessment

Numerical reasoning

Video interview

Online aptitude test

Abstract reasoning

Online Assessment

• Personal information needed to be required to fill along with their resume and the covering letter.

Online strength Assessment• To know your personality and the clues explaining

how appropriate you for the particular post

ONLINE APTITUDE TEST ABSTRACT REASONOING TEST”:

NUMERIC REASONING TEST:

VIDEO INTERVIEWING Record your answer by seeing question display at your

screen

30 seconds to prepare

Selection Process of Standard Chartered Bank

• Talent , knowledge and skills• Equivalent opportunities to everyone • Face-to-Face interviews • follow-up interview

Select Search Committee

• Reduce potential for individual bias. • Role of hiring manager. • Search team hired that represents a

dissimilar cross segment.

Composition of committee

• Size of committee

Members of committee include

• At least one person who has more understanding of the job and its role to the department.

Members of committee include• A job specialist.• A person who will interact directly with the position

as a major client.

Final Applicant

• Committee discuss the interviews with members.

• Evaluate and assess each interviewee

• Finally select the candidates who meet their selection criteria.

Reference checks• Collect insights about candidate’s performance

• Candidate’s past Behavior/ attitude.

Offer letter• Offer letter send to successful candidates.

• Letter includes job details and important information

• Bank gives time for a month after the offer letter.

Conclusion•SCB strengthen its HR department.

•Selection criteria meets the international standards.

•Bank recruits both internally and externally to find out the required potential.

•SCB believes in philosophy “if you take care of your human resource they will take care of your customers”.

THE ENDThank you to all of you for

Listening !!!!!!!