Developing Human Resources Presentation to UST MGTO 231 - HRM Students 5th March 2007 my background… • Education - University College Cardiff, University Westminster, UK • Aspen Corporate Communications • Ernst & Young • Morgan Stanley • HSBC • Graduate and MBA Recruitment & Development, London • Regional HR Consultant, Hong Kong • VP Learning and Development, Singapore • Head of HR Development Team Asia Pacific, Hong Kong fast facts • One of the largest banking and financial services organisations in the world • About 284,000 staff in around 9,500 offices • Present in 76 countries and territories • More than 125 million customers, with a total e-customer base of over 25 million 31 December 2005 fast facts • Total assets: US$1,502 billion • Profit before tax 2005: US$20,966 million • Listings on London, Hong Kong, Paris, New York and Bermuda stock exchanges, with shares in HSBC Holdings plc held by around 200,000 shareholders in some 100 countries and territories 31 December 2005 international network Europe North America Middle East Asia Pacific Latin America Africa number of offices - 06 March 2006 who are our customers? • Personal Financial Services (including Consumer Finance) • Commercial Banking • Corporate, Investment Banking and Markets • Private Banking 31 December 2005 120 million 2.5 million 3,800 90,000 how are we structured? HSBC Customer / Support Groups Personal Financial Services (Retail Banking) Commercial Banking (Small to Medium sized business) Corporate, Investment Banking and Markets (Large Corporates) Private Banking (Wealthy customers) Product Groups Operations and Support (Includes HR) our culture : ‘THE BEST PLACE TO WORK’ Best Place to Work role of HR at HSBC Headquarter (London Corp) Centres Expertise CMB Projects L&D HR Relationship Managers Line Managers/ Clients HRD HR Transactions Employees Career Management Recruitment & Selection Training & Development Employees Strategic HR Planning Key Asset Compensation & Benefits Prof Geoff Gantz Ivey Business School Succession Planning Performance Management graduate recruitment assessment matrix Tests Driving Business Vision and Brand Business Judgement Leading Performance Customer Drive Working with Others Drive, Commitment & Personal Developmen t Capabilit y Based Intervie ws Custom er Meeting Custom er Meeting Written Memo Boss Presentati on In tray Group Exercis e OPQ 1. Driving Business Vision & Brand • Future orientation • Strategic thinking • Differentiating HSBC’s business & brand • Change & innovative thinking 2. Commercial Judgement • Judgement & decision making • Entrepreneurial & commercial thinking 3. Leading Performance •Inspiring trust •Driving execution & performance •Inspiring & developing others •Championing change 4. Customer Drive • Building customer loyalty & satisfaction • Winning New Customers 5. Working with Others • Building relationships & listening to others • Valuing diversity • Influencing others • Managing collectively • Sharing knowledge & fostering open communication 6. Drive & Personal Development •Continual Learning •Driving Self to Achieve Collective Goals •Adaptability cluster and capability breakdown CAPABILITY CLUSTER CLUSTER DEFINITION CAPABILITY CAPABILITY DEFINITION BEHAVIOURAL EXAMPLES Driving Business Vision & Brand Is innovative and forward looking. Establishes team and personal objectives that are aligned with HSBC’s business goals. Supports the differentiation of HSBC and its brand from competitors A. Future orientation B. Strategic thinking C. Differentiating HSBC’s business & brand D. Change & innovative thinking A. Future orientation Articulates a sensible view of the future of own business area given changes in the local market Articulates a broad range of changes in the local socio-economic, technological and regulatory environment and accurately evaluates their potential impact on own business area/team Career Management Recruitment & Selection Training & Development Employees Strategic HR Planning Key Asset Compensation & Benefits Prof Geoff Gantz Ivey Business School Succession Planning Performance Management performance management cycle On-going review Set Goals January/February Appraise Performance December Mid year Review July balanced scorecard Financial Learning & Growth Internal Business Systems and Process Customer Career Management Recruitment & Selection Training & Development Employees Strategic HR Planning Key Asset Compensation & Benefits Prof Geoff Gantz Ivey Business School Succession Planning Performance Management SUCCESSION PLAN High Priority Name of Incumbent / Successor = Group Talent Pool Medium Priority Name of Incumbent / Successor = Regional Talent Pool Name of Incumbent / Successor = HiPo Low Priority Mary Chan 0 General Manager PFS 50 30 5 - Peter Lee, Head ASP PFS 5 - Amy Yeung, Head of S&S Peter Lee 1 Amy Yeung 1 Anthony Chan 1 Shirley Lam Head of ASP PFS 45 15 5 - Anthony Chan, Head of Mkt 5 Head of Sales & Service 45 15 5 - KY Chan, Head of ISS 5 Head of Marketing 45 15 5 - Louisa Kao, Head of Mkt Acq 5 - Tony Leung, Head of Cards - Lisa Wong, Head of L&D Tony Leung 2 Head of Cards 40 10 3 - Lily Tse, SM Bus Prcs 2 - Stella Chan, SM Ops Michael Liu 2 Head of Mortgage & Deposits 40 10 3 - Stephen Li, SM Dep 2 - Mable Ling, Head of Mkt Gwth Dorothy Lam 2 Head of Wealth Management 40 10 3 2 - Sami Cheng, Head of Struc Prod - Andy Lau, Head of RIS - Mable Ling, Head of Mkt Gwth 1 KY Chan 1 Martin Kim 1 Head of Strategy Bus An & Devt 45 2 1 1 - James Lai, Head of SB \ &P Head of Internet & SS Banking 45 15 5 - Joyce Li, Dy Head of ISS 5 Head of Cons Credit Risk 45 15 5 - Robert Lee, Head of Dec Sc 5 - Dickson Poon, Head of BI - Peter Mcdonald, SM Mkt Dir Prop - Gary Fong, Head of CCR HBMY Talent Management Recruitment & Selection Training & Development Employees Strategic HR Planning Key Asset Compensation & Benefits Prof Geoff Gantz Ivey Business School Succession Planning Performance Management talent management model RIGHT IDENTIFY & ASSESS MANAGE & DEVELP PERSON RIGHT PLACE RIGHT TIME ON-GOING PROCESS talent pools GGM Group ` Talent Pool Business Talent Pool High Potential Pool (Future Leaders, Next Generation, Graduates) Domestic Regionally Mobile Will Travel Regionally Mobile Internationally Mobile Relocate In Region Take An International Assignment