HR Policy Report: Evaluating HR Policies at Standard Bank

This report provides an analysis of the HR policies within Standard Bank of South Africa (SBSA), examining the influence of local culture on these policies and the challenges faced by the HR department. The report evaluates factors such as ethical codes of behavior, employee involvement, and corporate social responsibilities. It also explores how HR policies can be adapted to address the diverse cultural landscape of South Africa, focusing on issues like race, ethnicity, gender, and religion. The report also includes an evaluation of the coherency of the OBS's selected policies, and provides recommendations for the way forward. It also references relevant literature to support the findings and recommendations, offering insights into the importance of global HR strategies in managing the banking sector. The report aims to provide a comprehensive understanding of how organizations like SBSA can develop effective HR policies to attract and retain employees, reduce internal coherence issues, and promote organizational development.

Student 1
Global organisations and HR policy:
This research paper aims to put forward a discussion about the influence of local culture on HR
policies in standard Bank of South Africa. Therefore, discussion well concept of the global HR
strategies in managing banking sector of SBSA. Culture is a mixture of beliefs and traditions
which affects behavioural as well as working conditions of an organisation. Here in this case the
specific challenges and HR department faces in managing an organisation is related to ethical
code of behaviour, employee involvement and corporate and social responsibilities. Hence this
discussion will consist of the factors that affects the organisational movement. Whereas, South
Africa, a country consisting many unfair discrimination including their race, ethnic origin
disability gender sexual orientation relief religion, language as well as cultural differences ought
to focus more to determine and promote organisational culture to enhance human resource and
the organisational development (Adams et al. 2017).
The main aspect human resource department of SBSA is focused on making changes in the
behavioral as well as cultural aspects of South African employees to allign different cultural
aspects to reinforce employee involvement among the organisation (Carrim and Senne 2016).
Furthermore, the research paper conspicuously comprises the facts related to basic human rights
in order to develop attract and retain the employees in the organisation by reducing internal
coherence with external factors related to HR policies, where possible.

References:
Adams, K., Nyuur, R.B., Ellis, F.Y. and Debrah, Y.A., 2017. South African MNCs' HRM
systems and practices at the subsidiary level: Insights from subsidiaries in Ghana. Journal of
International Management, 23(2), pp.180-193.
Carrim, N.M.H. and Senne, Y., 2016. Challenges faced by South African human resource
practitioners in multinational corporations. In Handbook of research on impacts of international
business and political affairs on the global economy (pp. 133-153). IGI Global.

Student 2
Challenges and practices regarding HR Policies of Multinational Corporations:
Different countries features different cultural aspects in organisational development as well as
the diversity of culture impacts on the working environment which creates more resourceful HR
policies. In this discussion research will be focused on the local culture of South Africa which
can be effective for the HR policies to reduce the internal coherence of standard Bank of South
Africa. Hence, the policies regarding ethical code of behaviour, corporate and social
responsibilities, and employee involvement can be enhanced to move further with the analysis of
Human Resource policies of standard Bank of South Africa (Davis and Luiz 2015).
Culture is mostly based on the beliefs and the values of the community varies country to country.
Cultural ethics mostly focused on Ethos believes in the values of the employees to generate most
of the workforce for an organisation (Isiaka et al. 2016). However, from the viewpoint of values
and beliefs of a culture, the HR policies mostly focus on hiring decisions as well as retain the
employees to raise the standards in accommodation of the local culture. Therefore in the process
of organisational changes regarding local culture can help in enhancing the problems related to
internal coherence and make sustainable organisational culture in South Africa. Therefore,
standard Bank of South Africa will consist of significant and careful decision making in their HR
policies to develop a global organisation.

References:
Davis, D.N. and Luiz, J.M., 2015. The devolution of the human resources function in South
African multinational companies. The International Journal of Human Resource Management,
26(21), pp.2763-2785.
Isiaka, S.B., Aliyu, M.O., Abogunrin, A.P., Aremu, N.S. and Abdullah, A.S., 2016. A
Conceptual Analysis of Global Human Resource Practices: Challenges and Prosp. Covenant
Journal of Business and Social Sciences, 7(1).

Student 3
Global Organizations and HR Policy:
This research paper will consist of the factors related to HR policies regarding the cultural
coherence of an organisation to make and prevail a uniformity and consistency to ensure
sustainable organisational behaviour and managerial approaches in an organisation like standard
Bank of South Africa. Hence, the analysis will be focused on the local culture of South Africa
which can offer thriving organisational structure to perform and achieve the organisational goals
set by the management by enhancing the confidence by the HR activities related to employee
involvement, ethical code of behaviour and corporate and social responsibilities (Horwitz 2017).
These are the main factors of an organisation which can enhance or decrease the workforce
whether to achieve more or perform less.
HR policies generally considers the factors related to recruitment and selection procedures of an
organisation to set local goals by considering adaptability. Therefore, organisation like standard
Bank of South Africa possesses its own organisational and legal environment to create more
sustainable HR policies which can regulate and generate performance in order to achieve most of
their managerial as well as management decision in coming time (Johnston and Gill 2017).

References:
Horwitz, F., 2017. International HRM in South African multinational companies. Journal of
International Management, 23(2), pp.208-222.
Johnston, K.A. and Gill, G., 2017. Standard Bank: The Agile Transformation. Journal of
Information Technology Education: Discussion Cases, 6(1).