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MY SUGGESTION FOR THE COUNTRY  RECRUITMENT AND SELECTION

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MY SUGGESTION FOR THE COUNTRY  RECRUITMENT AND SELECTION

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EMPLOYEE REFERRAL PROGRAMS
An organization’s current employees are great sources of knowledge for recruitment. Employees will most likely have friends or acquaintances that are in the same field. Employee referral programs can therefore be effective means for recruitment. Design policies that will allow employees to refer suitable candidates — you can always screen for unsuitable leads or employees that are only referring to get the bonus. Current employees also understand an organization’s workplace better than anyone else; get their opinions on issues surrounding turnover and how to improve retention. For a more detailed discussion and analysis on this topic

THINKING OUTSIDE THE BOX

Recruiters are starting to redefine the hiring process and the future thinkers are now beginning to really question the actual usefulness of the resume. How can two pages where candidates simply list their skills and experience (tailored to what you as an employer want to see) really tell us about the candidate’s fit and attitude? Candidates post these standard two page outlines of themselves to job boards and attach them to emails just hoping for a response. While is does tell us the basics of a candidate’s qualifications, we miss out on learning about the true depth of an applicant.

Both companies and recruiters have started getting more innovative with their hiring process. Utilizing the web 2.0 for recruiting is getting more and more popular. Sites such as LinkedIn and other niche professional networking sites are absolutely teeming with talent just waiting to be approached.

IGN Entertainment Inc., a gaming and media organization, shows us one very unique example of creative hiring. In order to find programmers, they set up a program called Code Foo that taught programming skills to inexperienced gamers; they didn’t ask for a resume, but used a series of challenges that would assess an applicant’s thought process. Now that is truly thinking outside the box!

All organizations are capable of this type of innovation and creativity when it comes to hiring. Don’t believe that it is just a domain for a gaming and media firm to do so. It just means thinking of exactly what you are looking for in a candidate and what method is the best way of truly assessing these attributes.

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Teams have become standard in the business world. Naturally, academic institutions have implemented team-based projects to help prepare students for the workplace. A group can be defined as a collection of individuals to achieve a common goal/task.The members of the group are depending on each other Groups have become the core unit in many organizations.The group can be small or large to form a group there must be more than two individuals but there is no specific limit for the maximum number.It depend on the objective of the group.

In an organization there are rules an regulations which control the activities of group.Also group influence their member's attitudes and behaviour. Therefore groups are inseparable from organization.Group help to increase organization stability and it facilitate changes in organization procedures and policies.Therefore there is important impact of groups on organizational effectiveness.

Group dynamics describe about group formation,norms, decision making,contributing. Therefore it shows how a group should be organized,operated and conducted.It is a set of techniques.

Teamwork is very important in an organization to achieve it's goals.An effective team always have clear team goals that encourage team members to replace priority of individual goals with that of team one Also there should be effective team leader who can motivate team members even in difficult situation.

Effective teamwork can be archived through effective team building and teamwork is always beneficial for organizations.Teamwork increases flexibility and speed of the work because one task s is done by more than one individual with deferent skills

THERE ARE 3 KINDS OF WORK GROUP/TEAM IN HBSC

Cross-functional teams: In most business settings, permanent team members are going to collaborate with other departments to tackle certain events for the company – such a new product launch. In these situations communication between internal departments is crucial in order to address the project goals.

Problem-solving teams: These types of teams are usually temporary and focus on solving a specific issue. For example, after the 2008 financial crisis, several organizational task force teams and governmental committees were created to come up with solutions to help the country climb out of a steep recession. Once guidelines were set in place and plans were formed, the task forces and committees were disbanded.

Self-managed teams: These types of teams are the most empowered, as they have to power to make decisions. Each team member brings a certain skill set to the table to make informed decisions, complete assignments or deliver services for customers. Companies that implement self-managed teams say their employees tend to feel more ownership of the project.

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reward can be defined as a stimulus which encourages employees to exert higher level of commitment and effort towards the job tasks. In another words reward system of particular organization can be defined as a mean for bridging the gap between ability to work and motivation to work. Since majority of Asian countries have limited number of skilled labour, need to be highly competitive through offering spirited compensation and rewordings. Otherwise organization may not be able to attract talented candidates and retain competent employees.

Mainly there are two types of rewards as financial rewards and nonfinancial rewards. On the other hand each reward should be attractive to employees and need to be aligned with organizational strategies. HSBC offers their employees different employee rewards both financially and none financially. In another words, HSBC is offering intrinsic and extrinsic rewards.

Among most of other global organisations HSBC has ranked as one of well-paying firm for own employees. HSBC has espoused an ethnocentric approach to its reward system. Through rewarding system organisation expects to increase productivity by mounting average performances of employees. By offering reward system, organisation hopes to pull people towards their maximum effort in accomplishing particular task. HSBC has offered standard procedure for reward management including policies which offers ability to react in different situations.

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Global Talent Management Process at HSBC Recruitment process of HSBC is different from country to country. There may be two different systems of recruitment in Europe and Asia. It is an advantage for organization as it helps to identify cultural differences and organization will be able to turn those implications in to opportunities for gaining higher level of commitment from employees.

If organization is implementing standard system over the globe it would not beneficial for organization as each country and people may not desire to move with that system. If so it may create internal troubles as well as external troubles. If we considered International Talent Management process it will be greater opportunity for middle and lower level employees to climb up their career ladders through own competencies. This process can explain using behavioral theory of leadership which describes leaders may not instead they are made.

Most of business organisations mainly compete through humantalent. Hence they should be prepared employees for successfully deal with upcoming situations. Basically training is a methodical procedure of mounting knowledge, skills and attitudes to enhance performance of current job which helps individual employee to meet up with job requirements easily up to the expected level.

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HSBC is one of world recognized organization which has great influence on world economy. HSBC can be identified as world largest banking and financial service corporation which was established in 1991 as a parent company for Hong Kong and Shanghai Banking Corporation. Company occupies 267000 employees.

Introduction Increasing globalization has created more awareness of the need for managers to be sensitive to the cultural aspects in human resource management. Recruitment and selection process of organization performs a significant role in attracting talent to the organization. Training and development strategy enhances employee job performance as well as career growth, further performance management and reward strategy defines the evaluations and returns for better performances.

Recommendations have addressed aspects to be improved. the process refers to identifying best suited employee for a particular position among pool of candidate is known as recruitment and selection. Every organization should be comprised of specified and appropriate recruitment and selection policies which encounter of selecting most suitable candidate who matches with organizational requirement.

When HSBC was moving in to Asian market, especially in to East Asia they had to face with problem of deficient in required talent from local labour markets. Many of Asian economies Such as China and Vietnam often have unskilled and semi-skilled workers but not trained people with required skills.
HSBC had to adopt ethnocentric approach in to their recruitment policies and procedures. This problem became more critical as HSBC was expanding businesses over the globe. Because of this HSBC was face with difficulty in finding skilled bankers locally.

Recruitment and selection process of HSBC is initiated with filling online CV in electronic form. After referring the CV by HR team of HSBC determined it as suitable or not for particular position. Those applications will be checked against the prerequisite skills and qualification required for job.

Then candidates have to countenance with ability test which known as aptitude test. In this scenario HR team of HSBC considers cultural barriers and perceptions of people. As an example perceptions of Asian person might be totally different from European person. Hence HSBC never tries to attitudes of people using questions exposed to cultural differences.Selected candidates should be confronted for face to face interview and outstanding personalities will be selected.

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HSBC Malaysia Young Aspiring Leaders Programme - Exclusive Cocktail Highlights

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The HSBC Young Aspiring Leaders Programme aims to provide fresh graduates with comprehensive training experience in banking, with focus on Financial Crime Compliance, an area most sought after the in the industry. After a thorough application process, only 80 talents were selected for this invite only event.

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According to two factor theory of motivation by Fredrick Herzberg, every person has two levels of needs as physical level and psychological level.
Motivators are intrinsic factors which mount the morale. Accordingly career development also can be defined as motivational factor which enhances employee commitment and satisfaction. Money is not sole motivator at the employment, and this is especially very true for the 21st century.

Since HSBC is offering employees with numerous training and development opportunities it will be back-up for employees to develop themselves. But one of weakness of Training and development of HSBC is lack of identifying individual weaknesses. Reward System can be defined as a stimulus which encourages employees to exert higher level of commitment and effort towards the job tasks. In another words reward system of particular organization can be defined as a mean for bridging the gap between ability to work and motivation to work.

Since majority of Asian countries have limited number of skilled labour, need to be highly competitive through offering spirited compensation and rewordings. Otherwise organization may not be able to attract talented candidates and retain competent employees. Mainly there are two types of rewards as financial rewards and nonfinancial rewards. On the other hand each reward should be attractive to employees and need to be aligned with organizational strategies. HSBC offers their employees different employee rewards both financially and none financially.

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HSBC's presence in Malaysia dates back to 1884 when the Hongkong and Shanghai Banking Corporation Limited established its first office in the country, on the island of Penang, with permission to issue currency notes. In 1959 it bought the Mercantile Bank, which started operations in Malaysia in 1860.

During the 1920s and 1930s, the bank opened more branches in several states - Sungai Petani branch in 1922, Kuantan in 1929, Muar in 1930, and Kuala Terengganu in 1936.
In 2006, HSBC was the first foreign bank to be awarded a licence to operate a Takaful (Islamic insurance) business in Malaysia. HSBC Amanah Takaful (Malaysia) Sdn Bhd - a joint venture between HSBC Insurance (Asia-Pacific) Holdings Limited (49 per cent shareholding), Jerneh Asia Berhad (31 per cent shareholding) and Employees Provident Fund Board of Malaysia (20 per cent shareholding) - commenced operations in August 2006.

In 2007, HSBC Bank Malaysia was the first locally incorporated foreign bank to be awarded an Islamic banking subsidiary licence in Malaysia, and HSBC Amanah Malaysia Berhad, an Islamic bank wholly owned by HSBC Bank Malaysia, commenced operations in August 2008. HSBC in Malaysia has a network of more than 60 branches, of which a third are HSBC Amanah Malaysia Berhad branches