Talent Management in HSBC: Core Position Analysis and Recommendations

This report provides a comprehensive analysis of talent management practices at HSBC, a prominent financial institution. It begins by defining talent management and its significance, emphasizing its role in recruiting, retaining, and developing skilled employees. The report then identifies and analyzes relevant regulatory factors impacting HSBC and its HRM practices, including equality legislation and gender pay gap reporting. The report further examines a current core position advertised within the organization, specifically the Senior Software Engineer role, detailing the job description, person specification, recruitment channels, selection methods, and performance management criteria. The report concludes by summarizing key findings, highlighting the importance of effective talent management and adherence to regulatory guidelines for organizational success. The report references various academic sources to support its analysis.

Talent
Management
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Contents
INTRODUCTION.......................................................................................................................................3
TASK 2.......................................................................................................................................................3
Identifying the relevant regulatory factors that impact this organisation and HRM practice in general...3
TASK 4.......................................................................................................................................................5
Identifying and analyzing a current core position which is being advertised within the organisation......5
CONCLUSION...........................................................................................................................................8
REFRENCES..............................................................................................................................................9
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INTRODUCTION
Talent management is considered as a company commitment in order to recruit, retain,
hire as well as develop the talented and superior staffs that are available at the job marketplace.
So talent management is considered as essential aspects when it come to company’s commitment
for hiring, managing, developing as well as retaining talented staff at the workplace successfully.
It also helps a company in attaining their desire goal and increasing their profitability ratio in
effective manner (Asplund, 2020). Organization selected for respective report is HSBC which is
operating its business in banking and financial service industry. It is established in 1865 by Sir
Thomas Sutherland as well as its head office is located at the London, United Kingdom. They are
serving their product and services at the worldwide level. Topics include in respective report are
strategies related to current talent management, regulatory factors impact on company and its
HRM Practices. It will also include environmental factors which affect HRM practices as well as
it includes analysis of current core position as well as recommendation.
TASK 2
Identifying the relevant regulatory factors that impact this organisation and HRM practice in
general
Regulatory factors are considered as guidelines or regulations which are developed by
state or nation government for companies so that they conduct their business operations as well
as functions in effective manner. It is essential for each and every company to adopt and follow
each and every rules and regulations developed by government because through that they can
conduct their operations in effective manner as well as it will also help in developing effective
goodwill at marketplace (Clarke and Scurry, 2020). This will also provide guidelines to human
resource manager of an organization for the development of effective rules, regulation and
policies based on company operations as well as situation. In respect of HSBC bank they are
operating their business in finance and banking industry and it is essential for them to follow
ever rules and regulation developed by government for respective sector. From which some
regulatory factors are mentioned below:-
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 Equality legislation – According to this a company need to follow equality legislation at
their workplace because this will help in avoiding situation of discrimination on the basis
of age, gender, cast, color, belief, religion, job profile and many more aspects. In respect
of HSBC it is essential for them to follow equality legislation because through that they
able to ensure no employer as well as employees are conducting discrimination to any
other members on different basis (Gallardo-Gallardo, Thunnissen and Scullion, 2020). By
adopting equality legislation firm able to motivate as well as encourage their employees
which help them in maintaining positive working environment effectively. This will
directly or indirectly impact on company as well as HRM policy because through
equality Legislation Company able to motivate employees and develop positive working
environment. That will help HR to adopt new strategies and plan as employees always
feel encouraged to attain company objective as well as target successfully.
 Gender Pay gap reporting – It is considered as legislation every company needs to follow
so that they can avoid pay gap in any aspect. It is essential to adopt because through it
they can attain their desire goal as well as objective in successfully manner. In respect of
HSBC they need to considered gender pay gap situation and develop strategies for
avoiding it. There are mainly three criterias of gender pay gap which are Hourly wage
pay gap, Proportion of women pay gap as well as Bonus pay gap. For human resource
management of respective company need to considered all these legislation or rules and
regulations which are developed by government because through it they can develop
effective decision that leads to attainment of desire goal successfully as employees are
satisfied (Harsch and Festing, 2020). According to this legislation human resource
manager of respective firm need to provide equal pay to all employees of specific
position as well as their must be no discrimination among the female employees and male
employees because this will directly impact on their production or quality of work. This
will also impact on HR manage decision because when employees not feel happy and
satisfied then their work quality get decreased due to which manager not able to adopt
new strategies or plans at workplace.
Therefore, it is essential for HSBC manager to follow each and every legislation
developed by government because it help in conducting business operations as well as functions
in effective manner at the financial and banking industry.
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TASK 4
Identifying and analyzing a current core position which is being advertised within the
organisation.
Before hiring a candidate on a specific job role a company need to develop several
documents as that will help them in hiring appropriate candidate on a specific job role (Widodo
and Mawarto, 2020). In respect of HSBC they are planning to hire Senior Software Engineer at
the London, for which they need to develop several documents. From which some main are
mentioned below:-
The job description
Company – HSBC (The Hongkong and Shanghai Banking Corporation Limited)
Role title – Senior software engineer
Location – London, United Kingdom
Job type – Full time
Salary – Negotiable
Role purpose
 Deliver task or solution as per procedures and applicable to requirement of business.
 Deliver solution with demonstration of technical knowledge.
 Demonstrate a flexible approach to adopt change requests.
 Provide timely as well as accurate status updates on specific issues or work requests.
 Participate in crisis calls as applicable.
 Liaise with the stakeholders on several issues or request.
 Ensure strict adherence of HSBC Group Compliance Policies.
Qualification
 Ability to communicate with stakeholder effectively in both verbal as well as written
form.
 Ability to work along with the sense of urgency in an aggressive as well as multi tasking
environment.
 Able to develop and retain positive relationships with stakeholder by delivering quality
services and products.
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 Excellent problem solving as well as decision making skills.
The person specification
Company – HSBC (The Hongkong and Shanghai Banking Corporation Limited)
Job profile – Senior Software Engineer
Qualification
 Ability to analyzing Information, software design, Software, documentation, software
testing, teamwork, general programming skills, software development fundamentals,
software development process and many more.
Experience
 Required experience between 3 to 5 years in respective field.
Skills
 Ability to interact with stakeholder effectively in both verbal as well as written form for
delivering quality service.
 Ability to work along with the sense of urgency in an aggressive and multi tasking
environment.
 Able to develop as well as retain positive relationships with stakeholder by delivering
quality services and products.
Responsibilities
 Supports as well as develops software engineers by providing them advice, coaching and
educational opportunities.
 Demonstrate a flexible approach to adopt change requests at workplace.
 Provide timely as well as accurate status updates on specific issues or work requests.
 Participate in crisis calls as applicable.
 Liaise with the stakeholders on several issues or request.
 Ensure strict adherence of HSBC Group Compliance Policies.
Recruitment channels
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There are several recruitment channels which a company may adopt for hiring
appropriate candidate on a specific job role. In respect of HSBC in order to hire Senior Software
Engineer they may also adopt several different recruitment channels, from which some main are
mentioned below:-
 Online job boards or website – According to this, HSBC management may adopt
different online job boards or sites because there audiences who are looking for job
registered themselves from which respective company can find appropriate candidates for
senior software engineer profile (Meyers and et. al., 2020).
 Employee referrals – In respect of this channel any employee of respective company will
refer any appropriate candidate for the specific job profile. Through this company able to
ensure loyalty as well as satisfaction level of their employees towards the workplace.
 Staffing agencies or recruitment firm – According to this channel of Recruitment
Company will conduct agreement with the staffing or recruitment agencies and then they
will conduct interview and assessment of the candidate. The final as well as most
appropriate candidate will send to the HSBC office for the final round of assessment.
Selection methods
There is no specific channel of selection, company select their candidates according to
the requirement of specific position as well as job role. In respect of HSBC in order to select the
appropriate candidate they can conduct online test, personal interview, situation analysis and so
on. This is so because through it they can determine appropriate candidate for the job role of
senior software engineer.
Performance management criteria
For a candidate performance management plays a major role because through it they can
analysis their strength as well as weakness which help in developing strategies and plans
accordingly (Shet, 2020). There are numbers of performance management criteria which a
company may adopt for the evaluation of their employees performance. In respect of HSBC they
may conduct comparison between the standard performance which is set by management and
candidate performance. This is so because through it they can determine most appropriate
candidate for the senior software engineer profile.
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CONCLUSION
By analyzing above mentioned point it can be analyze as well as conclude that for a
company it is essential to conduct talent management in effective manner because through that
they can attain their desire goal as well as objective. There are several talent management
strategies which a company may adopt such as business strategy or HR strategy, selection,
recruitment, training and development, equality and diversity, reward and many more. In
addition to this, it is also essential to follow relevant regulatory factors as that will impact on
company and HRM decision making such as gender pay gap, equality legislation and many
more. In addition to this it is also essential for a company to determine environmental factor as
that will help in conducting business operations properly. Moreover, before hiring candidate
company need to determine proper knowledge related to core position as that will help in
decision making process.
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REFRENCES
Books and Journals
Asplund, K., 2020. When profession trumps potential: The moderating role of professional
identification in employees’ reactions to talent management. The International Journal
of Human Resource Management. 31(4). pp.539-561.
Clarke, M. and Scurry, T., 2020. The role of the psychological contract in shaping graduate
experiences: a study of public sector talent management programmes in the UK and
Australia. The International Journal of Human Resource Management. 31(8). pp.965-
991.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management. 59(1). pp.43-61.
Meyers, M. C. and et. al., 2020. HR managers’ talent philosophies: prevalence and relationships
with perceived talent management practices. The International Journal of Human
Resource Management. 31(4). pp.562-588.
Shet, S.V., 2020. Strategic talent management–contemporary issues in international
context. Human Resource Development International. 23(1). pp.98-102.
Widodo, W. and Mawarto, M., 2020. Investigating the role of innovative behavior in mediating
the effect of transformational leadership and talent management on
performance. Management Science Letters. 10(10). pp.2175-2182.
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