Analysis of Talent Management and HRM Practices at HSBC Bank

This report provides a comprehensive analysis of HSBC Bank's talent management strategy, focusing on its approach to human resource management (HRM) within the UK context. The report begins with an introduction to talent management and its importance, followed by an overview of HSBC's business strategy and its impact on HRM practices. The report delves into the bank's recruitment and selection processes, performance management systems, and reward structures, as well as its commitment to diversity and equality. It then examines the regulatory factors, such as equality legislation and minimum wage laws, that influence HSBC's HRM practices. Furthermore, the report explores the environmental factors, including societal views on socially responsible practices and green human resource management, that affect the bank's HRM. The analysis includes a detailed job description for a loan officer position, followed by recommendations for improving talent management practices. The report concludes with a summary of the key findings and insights.

HSBC BANK

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Part 1- Talent management strategy of HSBC bank....................................................................3
Part 2- Regulatory factors that impact on HSBC bank and HRM practices in general...............5
Part 3- Environmental factors that impact on human resource management practices in
company.......................................................................................................................................7
Part 4-Analysing and identifying a current position which is being advertised within bank......8
Part 5- Recommendations..........................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Talent management is a company duty to enroll, hire, recruit and build up the most
capable and prevalent representatives accessible in the activity showcase. In this way, capability
executives is a helpful term when it portrays an firm duty to contract, oversee, create, and hold
skilled employees. It involves entirety of work process and frameworks that are recognized with
holding and building up a prevalent workforce.
The current report is based on HSBC bank, in UK, this study explain talent management
strategy, relevant regulatory factors that impact on firm and human resource management
practices and also define environmental factors that also affect HRM practices in company.
Furthermore, this report justified job description, persona specification, recruitment channels,
selection methods and performance management criteria. At last it will define recommendations
based on previous analysis.
TASK
Part 1- Talent management strategy of HSBC bank
HSBC holdings Plc is a British international investment bank & financial services
provider company. It is prepared within four business groups, global banking and markets,
commercial banking, retail banking, Global private and wealth management. They use different
strategies for talent management within organization. In order to determine current talent
management technique the following info is required:
Human resource and business strategy-
The business strategy of HSBC bank is to help wealth, personal and corporate consumers
thrive through their deep heritage in faster progressing, and effective returning markets,
especially in Middles East and Asia. Recently, they set out a plan to position business to increase
returns for investors, create ability to invest in further organizational growth (Wadhwa and
Tripathi, 2018).

In order to enhance motivational level for workers, HRM of HSBC bank adopts different
strategies such as rewards, training and development.
Recruitment-
It refers to overall procedure of short listing, appointing, attracting and selecting suitable
applicants for jobs within HSBC bank in UK. For recruiting new candidates, human resource
management can use specific method such as advertising externally. Organization advertises job
vacancies via using social media sites like Facebook, Twitter and other (Jin, 2018). Furthermore,
they also use talent search as recruitment method. They recruit applicants online and place
information about vacancies on popular recruitment sites.
Selection-
It defined as procedure of short listing and selection of right applicant with required skills
and qualifications set to fill vacancies in HSBC bank. This process varies from sector to sector,
organization to firm and even amongst sections of same enterprises. Organization uses CoCubes
as a source for exam; they distinguish selection process into 3 rounds, first are aptitude test
round, second are technical interview round and third, are HR interview round (Singh, 2018).
Performance management-
With the help of this procedure, HRM in HSBC bank assure that set of objectives and
activities meets business aims in efficient as well as effective manner. Company offers a
comprehensive market competitive package of wage, and benefits to help workers personal as
well as professional needs. Furthermore, they also focus on performance appraisal plan that help
to enhance performance and productivity level rather than before.
Reward-
The benefit and achievement received by worker for their job performance in an
company are known as reward. Workers join company within some expectation of reward, some
may be expecting for better wages and pay for example, economic rewards while other may be
looking for accommodation, health and safety & transportation facilities. In context of HSBC

bank, they basically cater extrinsic and intrinsic. These rewards are provided on basis of
performance.
Training and development-
It has traditionally been a functional distribution of human resource department or
personnel concerned with carrying out training & development needs. HSBC bank in UK invest
more in T&D program, they build strong workforce with the help of this activity which in return
increase business productivity. Thus, HRM give staff training in order to increase their ability
and capability more than past few years.
Diversity and equality-
Equality & diversity brings benefits for consumers of HSBC bank, its business and
workers. Diversity is in the roots of organization business structure, they provide fair and equal
growth opportunities for their staff, without making any differences. It encourages and motivates
employees for doing and performing effectively.
Part 2- Regulatory factors that impact on HSBC bank and HRM practices in general
There are different kinds of regulatory factors that can impact organization and human
resource management practice may be negatively or positively. Some regulatory components
mentioned below-
Equality legislation-
It is a law established especially for labor in order to protect them from workplace
discriminations. Equality law means that unfair or discrimination treatment on basis of some
personal features such as race, gender, age, color and religion. Some Laws or Acts mentioned
below which covers under equality legislation and impact on overall business practices as well as
human resource management.
Equality Act 2010-
It is the main Act of equality legislation that impact on HSBC bank and its human
resource management practices related to staff. It helps workers by protecting them from
discrimination in organizations (Griffiths and Vaughan, 2016). This act put positive impact on

firm and builds their great image within marketplace effectively. HSBC bank treats their staff in
equal way, without making any kind of differences between female and male applicants.
Organization cater the best facilities to every on equally and appropriately. According to
Equality Act 2010, firm provide fair change of personal and professional growth to staff which
creates positive working environment at workplace rather than other financial service provider
firms in UK. As employment legislation is imposed in form of equality in context of equal
remedies and rights to every person and they are received fair chance to present their ideas and
creative thoughts in business.
Minimum wage Act 1998-
This law creates minimum wage across UK, it sets out common legal framework for
national minimum wage in United Kingdom and amends agricultural employees’ legislation. It is
the framework Law that caters for detailed provision of their operation in regulations
(Hargreaves, 2017). According to this Act, organizations must pay minimum wages to their
employees that help to satisfy their needs. It impact on HSBC bank positively, as they provide
fair salary or wage to its skilled applicants according to Law. Organization provides workers
minimum wages in context of work accomplished. For specific age group, salaries are set and
also they had to provide work for specific period. Furthermore, this Act impact on human
resource management practices effectively as they had to identify the right age of applicants and
create plan for providing minimum wages to them. It act help employees the most as employer
have no rights to dismissed or fired applicants for reasons related to national minimum wage.
In context of understanding equality legislations, the impact which this had on human
resource management practices relating to managing applicants and treating workers equally.
Thus it is easier for them to create similar policies for every candidate.
Gender pay gap reporting-
This legislation required employer with more than 250 workers to publish statutory
calculations every year presenting how big pay gap is between their female and male staff. It
impact on HRM practices as they feel more pressure for providing the right report to high
authority (Allen, 2016). This reporting show that on average men earn more pay per hour than
women, as outcome employer will consider talking new and effective actions to reduce their

gender pay gaps. It also impact on HSBC bank, as they need to published their gender pay gap
reports, where women and men rand in firm pay structure and differences in any rewards or
incentives pair out during past few years mentioned. Organization work according to this
legislation, as they had to pay higher wage to achieve parity.
Part 3- Environmental factors that impact on human resource management practices in company
Environmental factors are explained as identifiable components within cultural,
demographic, economic, physical environment which impact progress, survival and operations of
organization. These elements include all those that impact and are identified by surrounding
environment. Factors of business environmental include but are not restricted to weather, global
change and weather change in climate. Furthermore, it can be said that different markets have
several environmental standards or norms which can impact on business practices and its
profitability in those markets (Batarlienė and et.al., 2017). Different kinds of environmental
factors exist in market that affect might be positively or negatively on HRM practices in
companies. In context of HSBC bank, societal view about socially responsible practice or
behavior, is that kind of factor that impact on human resource management practices in
company. Many people think that companies must behave and conduct practices which are
beneficial for society or community. It put pressure on human resource department to provide
same growth opportunities for women employees just like men applicants. HRM in HSC can
focus on social accountabilities, whether their championing women’s rights, contributing
environment or reducing their carbon foot print. Firm partnered with Earth watch institute in
which they send their workers to different nations to comprehend learn and spread awareness
regarding environment. Human resource manager guide people how to behave ethically and
effectively with consumers in order to increase their satisfaction level rather than before. Human
resource management is an essential faction of administration in HSBC bank that deals with
most valuable resources of firm which is employees (Zaid, Jaaron and Bon, 2018). Consumers
views about socially accountable practices or behaviors affect positively on HRM practices, as
they focus on managing business activities that help firm to sustain for longer within finance
sector.
Maintain effective and good relationship with workers is also consider as socially
accountable practices or behavior that impact on HRM practices positively as they had to focus

on developing and creating healthy work environment around workplace that help to enhance
motivational level of staff rather than before. Managing employees relation between staff and top
management is also consider as social accountable behavior or act that increase productivity and
profitability rather than before. Green human resource management is most important component
of sustainability; they focus on managing environment within business. They encourage
employees to contribute in CSR practices which are quite beneficial for growth and success of
company as it help to build its strong brand image within market rather than its competitors.
Human resource management promotes cause of environmentalism which further boosts up
workers morale as well as satisfaction. These types of views put negative impact on HRM when
they do not focus on employees and employer well being. HR manager efforts for develop good
relationship with staff as functions increasing sustainable organization building. They make
changes within practices, which drive towards employee’s well fare (Arqawi and et.al., 2019). It
impact on decision making process of HRM as they feel high pressure for performing towards
sustainability. HRM encourage staff to take participate in decision making activity that create
healthy and effective working environment; in return productivity will be increased.
Part 4-Analysing and identifying a current position which is being advertised within bank
Job description-
Job title- Loan officer
Summary-
Prepares loan documents for closing of consumers, commercial & real estate loan goods to
assure full quality and compliance of loan documentation for funding. Resolves loan
documentations problems with lending group collaborating on issue solving and procedure
improvement attempts to maintain and rapidly improve loan operations procedures, policy and
performance.
Important roles and accountabilities-
To perform this job effectively and successfully, an applicant must be able to perform each of the
significance duties satisfactory.
 Person is able to assess whether candidates qualify for loans base on info they have given
in their application forms.
 The role of applicant in bank is to authorize and evaluate approval of business, credit card

or real estate loans.
 Candidate is accountable for evaluating financial status of loan applicant and responsible
for updating account records as well as reviewing loan files.
 Along with above accountabilities, Loan office must be able to complete loan contracts
and teach consumers on regulations and policies.
Skills-
 Person should have outstanding communication and interpersonal skills
 They must drive towards consumer service oriented with exceptional sales abilities.
 Applicant need to be capable in intermediate level with MS office.
Knowledge-
 Applicant must have minimum of 3 years experience as a loan office.
 In depth knowledge of banking and computers software.
 Knowledge of local, federal and state loan regulations.
Qualification-
 Bachelor of art in business administration
 Applicant typically has bachelor degree usually in field of finance.
Person specification-
Job Title- Loan officer
Location- 59, street B block
Reporting to- Branch Manager
Main duties-
 Role and responsibilities of loan officer is to contact firms and other people to ask when
they need a loan.
 He is accountable for meeting with loan applicants to collect personal information as well
as answer questions.
 Applicant has to be able to review loan agreements to assure that they comply and adhere
with state and federal regulations.
 Candidate is accountable to explain different kinds of loans and terms of each type to
consumers.

 The role of person is to analyze applicant’s finances to decide when they should get loan.
Qualification-
 Bachelors degree in finance
Knowledge and skills
 Applicant has good reading skills and active listening abilities.
 Skills related to preparing financial reports
 Decision making skills
 Communication skill
 Interpersonal skills
Attitude-
 Loan office typically have positive attitude towards their team members as they always
seek to help and collaborate with other.
Recruitment channels-
Different types of channels related to recruitment available, in which of them HRM chose
according to their suitability. For example, employee referral is also known as recruitment
channel that will continue to be one of the best sources for acquiring top talent for firm (Brown,
Setren and Topa, 2016). According to it, existing workers generally refer friends or family
members who they are certain would be the best fit, hardworking and co-operative and an
essential asset to company for Loan officer position. Company website is another recruitment
channel, where applicants get all the information about specific job position within firm with
requirement and needed skills. It is a practically and great no cost place to speak out about why
prospective recruit must consider working for company such as job atmosphere, career growth
and perks. Along with above, channels internet job boards are another source of recruitment. It
also called job portal or site where job seekers can approach and find best opportunity for
themselves. With the help of this channel employer publish vacancy and offer job for position to
be filled.
Selections methods-

Online screening and short listing is the best selection approach that human resource
manager can use to select the right applicants for company in order to increase their productivity
in return increase profitability rather than before. Starting screening of utilizations is generally
founded on an evaluation of a competitor's comprehension and abilities against activity's
necessities (Gaur, 2019). Online frameworks, similar to an ATS, can channel applications
naturally against set criteria, for example, catchphrase look. It might likewise cater a scoring
instrument.
Utilization of web based screening might be a effective method for separating rapidly
through a colossal volume of uses, or arranging applications. On the off chance that there are
different occupations that will be promoted simultaneously, manger could, for instance, scan for
applications with a similar activity reference number. This methodology, in any case, requires
that all applications are gotten on web.
Interview- Structured and well created interview are another and most effective type of
selection methods. This procedure is formed via identification of key requirements of role and a
list of questions is drawn up. A board of questioners works through each arrangement of
inquiries with every competitor and scores them on their answers. Toward complete of the
meeting procedure the general scores are considered and the best competitor picked. In the event
that extra determination techniques are picked, this is taken care of into common procedure
toward end, and once more, the best-fit up-and-comer is extended to job opportunity.
Performance management criteria-
The criteria for effectiveness in performance management are transparency, fairness,
equality and objectivity. Alignment between performance management and firm objectives and
fairness in context of same are the most important criteria of PM (Biere and et.al, 2019).
Part 5- Recommendations
After completing above parts, it has been analyzed that HRM of HSBC bank can adopt
more techniques or methods for talent management, because it increase productivity level and
profitability rather than before.

 Human resource manager within organization must implement and create new plan for
their workers that help to increase their motivational level. They should provide health
benefits such as medical insurance which secure their life from sudden incidents.
 HRM must focus on employee retention and talent management for which they can take
right action for example pension scheme. It drives staff to become loyal for company for
longer period of time. They can implement this idea because it increase motivational and
productivity level.
 Furthermore, it has been identified that organization motivate their staff by providing
many benefits, but they can also apply new methods. HRM in HSBC bank should think
about working flexibility once in a week, because it make workers free to feel themselves
as valuable assets for business.
CONCLUSION
From above analysis, it has been summarized that HSBC Bank follows all the rules and
legislations while operating their business in finance sector. It has been analyzed that
organization taking interest in employee growth and well fare, they plan training and
development sessions for them which is quite beneficial for business growth as well as workers.
With the help of this activity they increased job satisfaction & morale among staff. Furthermore,
it has been concluded that equality legislation that mentioned above impact on organization and
their HRM practices positively as HSBC already comply with and adhere to regulatory factors
that increase its productivity level and support to create strong brand image within market rather
than its competitors. Human resource manager and their team members focusing on worker
safety, they behave ethically and conduct practices that increase motivational level of employees.