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Planning for HR needs will help to ensure your employees have the
skills and competencies your business needs to succeed. An HR plan
works hand in hand with business plan to determine the resources
we need to achieve the business’s goals.
The following three-step method is designed to help you determine
whether or not you are ready to hire:
1. Identify Business Strategy and Needs
2. Conduct a Job Analysis and Write a Job Description
3. Determine the Feasibility of Hiring
If you decide that you need additional employees to fulfill your
business strategy, it is recommended that you conduct a four-step
job analysis:
1. Review your current workforce.
2. Identify any skills and knowledge gaps.
3. Write a Job Description
4. Set an Appropriate Salary
Stage 1- CV Submission
Stage 2- Application Submission by shortlisted candidates
Stage 3- First Level Interviews
Stage 4- Case Study Based Group Discussions (Business
Specific)
Stage 5- Final Interview
Headhunting (also known as Executive Search)
This is the most pro-active method of recruitment; this approach
targets the very best candidates, who are usually happy in their
current positions and therefore do not read job advertisements.
Candidates who are approached using this method need to be sold
the position on offer but it also has to be the right career move for
them. Naturally, the positions offered to potential candidates need
to be of the highest caliber, and the overall process needs to reflect
the utmost confidentiality of all parties.
Information Gathering – Defining the recruitment brief, organisation culture and business drivers. Agree fees and timescales.
Research – Locating suitable candidates within relevant organisations.
Targeting – Making first candidate approaches based on research findings.
Pre-Selection – Face to Face candidate interview and assessment.
Recommend Shortlist – Client review meeting to finalise and accept the shortlist.
Client Interviews.
Interview De-brief.
Offers or Rejections.
Successful candidates commence employment.
HEADHUNTING PROCESS STEPS:
The Candidates should also demonstrate a high level of the following competencies:
Intellectual Capacity Achievement Orientation Leadership Capabilities Personal/ Interpersonal Skills Functional Knowledge Strategic Orientation Innovation Adaptability & Flexibility Problem Solving
Citibank introduced a Performance Scorecard Score card.
The implemented performance scorecard specifies goals and
measures manager’s performance in 6 areas:
Financial measures
Strategy implementation
Customer satisfaction
Control measures
People
Standards
Main target of our organization is the continuous training of our staff, with significant training & development programs for each job:
On-line evaluation of performance & Goal setting
Continuous on-line Training and Webex Conferences in banking & principles of management
Induction Training
Supervisors Development Academies
Continuous certifications in bank products
Trainings with specialized Citi executives from abroad
Talent & succession planning
Mentoring & Coaching
Management Associate Programs
Knowing CITI
Personal meetings with HR
Participation in cross functional development projects
Participation in Conferences
Enhance Shareholder Value through the Practice of Responsible
Finance
Facilitate Competitiveness to Attract and Retain the Best Talent
Promote Meritocracy by Recognizing Employee Contributions
Manage Risk Through Sound Incentive Compensation Practices
Provide Strong, Independent Oversight of Compensation
Practices
Provide for Transparency to Employees, Shareholders, and
Other Stakeholders
Citi is committed to the continuous professional development of all its employees.
Wherever possible Citi will provide you with opportunities for career development to enable you to continue to enhance your skills and knowledge.
These opportunities will help you make the most effective contribution in your present position and will enable you to qualify for consideration for appropriate promotion opportunities.
Training is available in the form of formal tutor-led courses, coaching, team offsites and multimedia products. A full curriculum in banking/technical skills, management development and personal business skills are offered.
Succession planning is a process for identifying and
developing internal people with the potential to fill key
business leadership positions in the company. Succession
planning increases the availability of experienced and capable
employees that are prepared to assume these roles as they
become available.
Citi looks for the following attributes
Trust and integrity
Looking after the team
Citi At Work is an Employee Benefits Program that looks after the financial needs of busy professionals, providing them with the opportunity to enjoy a full suite of banking privileges, the convenience of easy reach to world-class financial products and key to a wealth of financial knowledge at the workplace.
Citi At Work looks after the financial and welfare needs of employees by providing :
The opportunity to enjoy a suite of exclusive banking privileges directly from Citibank.
The means to improve financial and professional knowledge
The convenience of easy access to world-class financial products and services