PERFORMANCE THROUGH PEOPLE

Effective Implementation of HSBCs HR Polices in Georgia

The HSBC Groups Best Place to Work Strategy and challenges locally Diversity Recruitment

Pre-employment checks
Induction Performance Management Policy Disciplinary Policies and Grievance

Staff benefits: Health Insurance/ Loan Polices

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The HSBC Groups Best Place to Work Strategy and challenges locally
In our strategy, Managing for Growth, we outline our vision to be the worlds leading financial services company. We want to be the first choice for our customers and for our employees. If HSBC can be the best place to bank, and the best place to work, we will have built a sustainable business that will deliver for the long term for our customers, colleagues, shareholders and society at large. To achieve this ambition, we have articulated seven global pillars the actions we will take to build a financial services company based on the concept of recommendation, both as a place to work and a place to do business. Michael Geoghegan, Group CEO

Challenges: Reconcile the HSBC Brand and its values with local culture (national culture) and transform the Groups corporate culture locally The Banks local polices are developed in accordance and within the Groups polices guidelines

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Diversity Recruitment Policy at HSBC Bank Georgia jsc

Diversity

All employees and workers are responsible for treating colleagues with dignity and respect and creating an environment free from unlawful discrimination, harassment or victimisation irrespective of their sex, gender reassignment, pregnancy, age, marital status, disability, sexuality, race, colour, religion or belief, ethnic or national origin. Fair and transparent recruitment process
Indentify vacancy requirement Job announcement (Internally and externally) Selection process applied consistently to all vacancies Outcomes (Job offer, Rejection, Stand-by- applicants on hold)

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Policy on pre-employment checks

There are 6 methods through which pre employment vetting is undertaken by Georgia jsc

HSBC

Verification of identity
Confirmation of right to work in a country Criminal record check Credit check Verification of employment (/assignment) history

Confirmation of education/ professional qualification

Benefits of pre-employment checks Minimises risks of of unsuitable individuals gaining employment with the Company

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Induction
Best practice Policy states that the induction session must be held within three months of new recruits commencing employment Purpose of Induction It makes clear to new recruits what their responsibilities are and what expectations the management have Security and Fraud Awareness

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Performance management policy

Policy The global performance management framework Performance management is a continuous process, including specific activities throughout the year. All employees should have objectives set for each performance year All employees should be assessed at Mid-Year and Year-End using the globally consistent 5-point rating scale. All employees should have a minimum of two formal performance review discussions per year, at Mid-Year and Year-End.

Benefits Fairness Consistency Transparency Employees take ownership to manage their own performance
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Disciplinary Policy Grievance procedures

Disciplinary Policy Documented standards of behaviour Offences (misconduct/ gross misconduct) Disciplinary actions (Fist warning/Oral or Written; Final Warning)

Grievance Procedures Encourage employees to resolve any grievance initially with their line manager Involve HR/CEO if deemed necessary

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Staff benefits: Health Insurance/ Banking Benefits Policy

Documented staff benefits policy, which can be reviewed/ updated if the new benefits are introduced Health Insurance Banking benefits

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THANK YOU - And more of your questions

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