Comprehensive Report on Human Resource Development in HSBC Banking

This report provides a detailed analysis of human resource development (HRD) within HSBC, a UK-based banking institution. It begins with an executive summary outlining HSBC's vision, mission, and focus on HRD to gain a competitive advantage. The report then delves into various aspects of HRD, including a comparison of different learning styles (visual, assimilating, auditory, kinesthetic, and theorist) and the role of the learning curve in the workplace. It compares the training needs of managerial staff at different levels within HSBC and evaluates various training programs using techniques like the Kirkpatrick and CIRO models. Furthermore, the report examines the role of government in training and development, the competency movement's impact, and the contribution of contemporary training initiatives in HRD. The report concludes with a summary of key findings and recommendations for HSBC's HRD strategies.

HUMAN RESOURCE
DEVELOPMENT

Executive Summary
It is UK based banking industry having 50,000 employees in UK only. It diversified its
extensive networks at various country and secured top most place in competitive banking
industry. Vision of HSBC become one of the world's greatest specialist banking group, driven by
commitment to our core philosophies and values . Mission is to create international network
linked by advanced technology, including a rapidly growing e-commerce capability. HSBC
focuses on the human resource development to get competitive advantage. It believes that
development of human resource expert in work place help in achieving banking objectives.

Table of Contents
INTRODUCTION.......................................................................................................................1
TASK 1...........................................................................................................................................1
1.1 Comparison between different learning styles......................................................................1
1.2 Role and importance of learning curve to workplace...........................................................2
TASK 2............................................................................................................................................4
2.1 Comparison between the training needs of managerial staff employed in HSBC at
different levels:............................................................................................................................4
TASK 3............................................................................................................................................6
3.1 Evaluation of training programmes using suitable techniques.............................................6
3.2 Evaluation of training event..................................................................................................7
3.3 Success of evaluation methods..............................................................................................7
TASK4.............................................................................................................................................8
4.1 Role of government in training and development................................................................8
4.2 Development of competency movement which impact private and public sectors..............9
4.3 Contribution of contemporary training initiatives in human resource development............9
CONCLUSION..............................................................................................................................10
References......................................................................................................................................11

INTRODUCTION
HSBC, is a UK based company founded in 1865 diversified with extensive networks. The
largest financial organisation deals with wealth management and banking financial services. It
covers large customers base around 50,000 employees working in this bank.
Banking sector is a wide sector having competitive market place as compared to other sectors.
Further it is famous for highly secured banking transaction so chances of fraud is impossible.
This fields contain large customers and success in fulfilling the wants of target audience (Avey
and et. Al, 2011). Introduction of Digital banking change the picture of banking line because it is
easy to understand and quick transactions are possible due to it. Moreover all the big corporate
considered bank as suitable platform at the time of borrow loans at huge amount which increase
their popularity day by day. It proof favourable for all the rural area to start their business by
easily getting funds from banks at lower area.
TASK 1
1.1 Comparison between different learning styles
Learning style means acquiring knowledge, skills, ethics, values and perception through
various leader personality. This process is continuous and HSBC HRD manager should consider
efficiency of employee at the of formulating banking policy related to training and development.
Different leadership style explained as follows:- Visual learning styles- The employees come in this category are visualised in nature I.e.
uses visual acquisition style. These people have higher retention power at the time when
it come to something that thy have seen (Bray and et. al., 2012). The ways through
which learning catered to such people in the form of graphs, charts, tables and other
visual means. These personality help organisation in efficient manner. Assimilating learning styles- The people under this category are technical and logical in
nature. They try to solve the problem by using their logical on the basis of scientific
research. HSBC HR need to find such kind of individuals and delegate logical work for
better results. Auditory learners- These employees believes in listening before actions I.e. they learn
the things through listening. They come in first category when it comes to retention of
new things through listening. When things are come with the mixture of learning and
visualisation then their retention power is lower (Crook and et. al., 2011). So organising
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various lectures, classroom training, brainstorming technique enhance their skills and
capabilities. Kinaesthetic learners- These learners believes on experiment or practical solutions rather
than audio and visual means. This style considered as most preferable style in respect to
organisational culture. Any changes in external environment are also adopted by these
individuals in their task and activity. The major training method used under it are role
playing, field trips and simulation. These techniques help in enhancing the skills of
employees.
 Theorist learning style- Banking Employee of this style focuses on management theories
to learn new things. They uses different graphs, models and statics of various years in
order to apply something new which facilitates better changes in financial services.
1.2 Role and importance of learning curve to workplace
Learning curve is a graphical representation of cost and output of a defined period of time
at workplace (Daley, 2012). It help in achieving the productivity and performance of employees
at workplace.
For example, HSBC HRD team can apply this learning curve in the company in order to get
good returns for organisation.
Figure: Learning curve Source: Plotting learning curve
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Role of learning curve- the learning curve plays an vital role in assessing the position of
employees in learning process because it help in recording all the tasks performed by employees
(Guest, 2011). To make training program more effective the designer must posses the knowledge
of learning positions. Learning curve help HRD department to carry out all the activities of
whole staff at workplace.
Importance of learning at organisation:- Value addition:- Transferring the learning of experience players in workplace add the
value in operations of company. In HSBC value addition help in increase the overall
performance of organisation. Optimum utilisation of fund:- HSBC spends lot of funds in training development of all
new existing employees for effective operations. So transfer of learning curve ensure
fuller utilisation of funds. Competitors challenge:- HSBC facing huge challenges with their competitors bank
because of modern or varieties financial services provided by banks that attract
customers. Transferring learning skill to all working staff assist how they use innovative
styles at the time of briefing about financial tools to their customers so they easily ready
to invest in such services.
 Digital Marketing:- HSBC induce their employees to promote digital marketing.
Training related to use of digital tools is given experienced trainer who specialise in this
field. Digitalisation bring new changes banking environment so company force their
employees to guide their customers regarding the benefits of this system which help in
achieving daily targets of company (Jiang and et. al., 2012) .
1.3 Contribution of learning styles and theories at the time of planning and designing a learning
event:
Learning styles and theories contributed lot at the time of planning and designing an event.
Company work in external environment has to scan all the changes take place. In order to sustain
in this market company must adopt new technologies to upgrade the whole working system to
match with the external trends. The common learning theories which are preferred in banking
style are kolb's theory which enhance individuals knowledge from experience, honey and Myers
Briggs etc. But before apply learning theories it is essential to consider the suitability and
relevance so that targets can be attained (Kehoe and Wright, 2013).
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The right applicability of leadership theory allows HSBC employees to check their
competency, skills so that they put their efforts in right directions. Mixture of whole learning
theories discover better personality of individuals and ensure active participation in working
decision. Planned events of HSBC related to learning improve the productivity of employees.
TASK 2
2.1 Comparison between the training needs of managerial staff employed in HSBC at different
levels:
Training main aim is to providing employees information regarding the policies, strategies,
vision, objectives and culture of organisation. Apart from it, reduces the load of team leader who
assist their subordinate because they already familiar with working practises (Lin, 2011). It
enhance skill, knowledge and talent of employees through various challenges. HSBC has
different level of employees to perform activities. Further, they perform distinct tasks which
required training and HSBC spend lot which is fruitful for company. Different training needs are:
Top level manager- HSBC hired higher class manager at top level who specialised at particular
fields which help in taking effective decisions. But due to changing technology these
professional find difficulty in making alterations so in such case training needs occur because
they are not perfect in every sector. For this reason training program should include training
contents which covered all the factors and bring good outcome.
Mid level manager: the middle level manager consist of all those employees which gives
suggestion to top level manager (Lund and Colin, 2010). This level communicate all the
grievances of lower level to strategic level and transfer plans of top to bottom. HSBC is a big
organisation divide in various department sometime ineffective communication leads conflicts in
them. So company provide training to these level so they learn how they transfer their message
effectively to all levels.
Operational level manager:- manager of this level handles all the operational activities of
organisation, Training by using learning theories help the manager to understand how to use all
the technical machines in order to get the effectiveness in work place.
Thus, it is say that the employees of different levels need different training method to bring good
output in bank (Luthans and et. al., 2010).
2.2 Advantages and disadvantages of training methods used by HSBC banks:
Training Methods Advantages Disadvantages
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Class room training: this type
of training given within the
premises of organisation in
which depth knowledge of
each topic related to banking
regulations through power
point presentation
 Cost effective
 It is most efficient
method of training
when members are
small in number.
 Face to face
conversation is possible
 less chances of
conflicts in opinion
 Time consuming
 not apply in case when
number of candidates is
large.
 Ineffective
communication.
Interactive methods: this
method give chances of
gathering all the employees at
one place and share their
opinions .
 Active participation
 brings new and
innovative ideas.
 Expensive
 more chances of
dispute because of
different viewpoints.
Case study: This method states
that particular case is given
related to banking challenges
and employee assemble to give
suggestions.
 Practical and logical
solutions
 Time consuming and
expensive.
2.3 Systematic approaches to plan training and development for training event:
HRD expert systematic training approaches at the time of developing training events for
organisation. HSBC at the time of training event uses distinct training approaches as follows:- Objective of company: The objective of company must be planned and organised so
banking strategies made by top level for effective results. Competitive advantages: Many players like HDFC, Standard charter and ICICI are the
competitors of HSBC in external market. It is important for HSBC to sustain their brand
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value which is possible through the use of systematic approaches of training (McKenzie
and et. al., 2012).
 Evaluation and Implementation: Whatever the training methods or learning theories
plan by company must be evaluated and implemented in order to get better outcomes
TASK 3
3.1 Evaluation of training programmes using suitable techniques
HSBC emphasis on training and development of their employees. They want to make
long term relations with employees. HSBC bank use following methods to evaluate training
program:
Kirkpatrick model: This is famous technique used by organisations to know effectiveness of
training program. This theory is developed by Donald Kirkpatrick. It has 4 levels to understand it
clearly- Reaction: In this stage, company wants to know what is reaction of individual for
learning curriculum. It helps in knowing views of employees about training programmes
(McMillan, Morris and Atchley 2011). Learning: There are many views about training program as per perception of employee.
But it is important to what they have leant, as this is the basic motto of having program. Behaviour: Under this, analysis of changes is done before and after training. This will
help in knowing relevance of programmes. Results: Main objective of conducting training is ease working style of employees. After
conducting program it has to be analyse that it helps in achieving objective or not
(Meredith Belbin, 2011).
CIRO model: CIRO is acronym of context, input,reaction and outcome. This can be described as
under- Context: Context level means to know organisational goal and individual expectation so
that program is of such style that it bridges the gap between both. Input: What all should be done to bring training program in assistance. In this
management of company have to compile different activities. Reaction: Training is conducted for employees, hence their view is also important. There
interest will give boost to training program efficiency.
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 Outcome: Only conduction of training program is not important it is important to know
what benefits are acquired after learning from training.
3.2 Evaluation of training event
Conducting training is not only task of Human resource department. They have to check
its relevance also. It should be noted that it is actually helping or not. HSBC use following
methods to know its importance- Questionnaire: This is easiest method used HSBC bank. Under this method there are few
questions framed by company in a form and that is distributed to trainees and ask them
to fill up and return back. There is difference in views about any topic. Panel discussion: In this there is discussion on some group among group of people. The
views provided by personnel shows level things they gained from training. This provides
confidence to employee also (Vörösmarty and et. al., 2010). Interviews: This is a personal method to know views about training method. In this
certain set of questions are asked with trainee and in case of any query it can be resolved
effectively. Performance test: This method creates fear in the mind of employee. Under this method
after completion of training, task is assigned to trainee and ask them to perform. There
will be check in behaviour of employee before and after training.
 Observation: This method is used by company as normal working style of employee.
There is no knowledge to employee about this check (Werner and DeSimone, 2011).
Working style and performance before and after training are evaluated of trainee.
3.3 Success of evaluation methods
These days training is most important task of HR department of any organisation. There
are many factors which affects the method of training . HSBC wants to enhance knowledge and
potential of their employees. Hence they try to achieve it with full care. Training of employees
need funds as well as time. Hence it is important to analyse different techniques of training,
where is it important, at what level it is required, etc. Training is conducted for upliftment of
employees and ease working style of company. Hence HR manager has to be known about fact
that training program is beneficial or not. Following task can be undertake to evaluate methods-
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 Improvement in performance- Training is important as point employees performance
point of view. If there is improvement in working style of individual then there is positive
impact of program. Revenue generation- This is main motive of any company for which they run. There is
much more competition in industry as comparison to earlier days. Hence training
program affects employees performance in positive way then revenue will also increase. Reduction in cost and production time- Method of training is adopted after lot of
analysis and there should be main focus on cost reduction and production time of product
and services must be decline (Wilson and et. al., 2012). It gives good impression in the
mind of customer also.
 Satisfaction and acquisition of knowledge- Training is not only for HBSC bank's
benefit. There should be enhancement of individual's also. It provides boost to employee
morale. Satisfied staff work with more efficiency and try best to achieve organisation's
motive.
Hence, company has to take care company's as well as individual's interest. HSBC
believe that termination of employee is not solution to any problem it is important to keep staff
satisfied, which provides growth and heights to business. HR personnel has to transform, their
policies to motive workers.
TASK4
4.1 Role of government in training and development
Business runs in society, where government is main component. Government of UK
plays very important role for upliftment of employee. As there are view that if employee is
satisfied , there will be growth of organisation also (Avey and et. Al, 2011). Government run
various programs to sharp skill and learning of personnel, this will give life long learning to
employee. There are various programs and institutions runs by government to polish skills and
they motivate organisations to send employees for vocational trainings.
These training will help employee also to boost its confidence as they feel competitive
with individuals of other company. These programs keep organisation also updated. Events
conducted by government provides benefit to individual, company and government as well. For
government increase in revenue to government, which help in development of economy.
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 Fund allocation: HSBC is a bank with good fame and name. Hence they get provision of
fund from UK government to train employees. There are many other organisations which
are in need of funds for training program. UK government provide ease to those
institutions (Bray and et. al., 2012).
 Creating HR policy: UK government has power to modify policies as per need of
employee. This is compulsory to apply those policies. They can ask organisation to
provide timely vocational training to boost performance of individual.
4.2 Development of competency movement which impact private and public sectors
There is requirement of some skills inborn in employee. Training program can polish it
so that they can perform their job task with more efficiency. There are certain check performed
to evaluate workings of employees. This is needed so that in case of any discrepancy measures
can be taken to improve performance level. HSBC bank provides training to freshers who want
to join banking sector, these movements are beneficial for them also. Every employee has to
perform its task with full energy, it increases the chances of their growth in monetary terms as
well. Core competencies- There is some potential in every person. There is different qualities
and characteristics in every person. This is very important for conducting any job task. Job competencies- AT work place there is requirement of quality as per requirement of
profile. These competencies get sharpen as per experience and trainings. Hence to make
work more frequent and smooth HSBC bank conduct different learning programs. Competencies based evaluation- If company wants to achieve output as per their industry
standards then there is need to evaluate performance as per their competency. HSBC
bank use different policies so that employees come with innovation ideas.
 Competencies based performance improvement- In this there is requirements to develop
capabilities as per need of job profile (Crook and et. al., 2011). Any task in company
done with joint efforts of employees and its management. Company give emphasis
workers to perform best for this they will rewarded as well.
4.3 Contribution of contemporary training initiatives in human resource development
There are various movements run by UK government which insist company to promote
their personnel to tap opportunities of training provided. These programs are for public as well as
private departments. This help in keeping personnel up to date and trend as per industry. This
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aim from government will help in improving performance and polish skills. There are benefits of
these vocational training to government, employee and employer. Employer can contact to these
training only for those who require improvement.
HSBC bank has large number of staff, there is requirement of different training for their
staff as per their capability. UK government emphasis on organisation to polish and enhance
them to learn. To make employees work with full diligence there is requirement to bridges gap
between individual and organisational benefit. There is need to give life long learning to person
so that it is beneficial in long term. HSBC bank does not feel termination as good option. Hence
there more requirement to mould qualities of individual and they provide leaning program as per
need i.e. individually or in team (Daley, 2012). This increases cost for them and company has to
divert their resources.
CONCLUSION
These days role of HR department is complex and dynamic. There are chances that
company has to modify policies of training as per need of environment. In this report studied
about different styles and theories of learning, learning curve, advantages and disadvantages of
various method. There is requirement that company has to apply approaches as per need of
employees and company development. Providing training is not task of company there should
check done after conducting program that it proves to be relevant or not. Hence there are various
techniques used by company to judge performance. Government also plays important role in
assisting training program . They provide guidelines to both private and public sector. There are
various events and movements run by government of UK.
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