ORGANIZATONAL REVIEW

OVERVIEW
INTRODUCTION & HISTORY ORGANIZATIONAL BREAKDOWN STRUCTURE WORK BREAKDOWN STRUCTURE FINANCIAL GOALS MARKETING GOALS SWOT ANALYSIS HRM GOALS FINDINGS & RECOMMENDATIONS CONCLUSION

INTRODUCTION & HISTORY

Standard Chartered Bank (SCB) is the largest and fastest growing International Bank in Pakistan. It has been operating in Sub-continent since 1863 (pre-partition), when it first established its operations in Karachi. SCB is operating in more than 50 countries and has over 4000 employees and 143 branches in Pakistan (2011).They are currently the 5th largest bank in terms of revenue and operating profit in Pakistan. SCBs core business in Pakistan is in consumer and wholesale banking. SCB is the result of merger between Standard bank and Chartered bank founded back in 1853 and 1862 respectively. On the other hand they have added advantage of merger with various banks such as ANZ Grindlays, Chase Consumer and taking over of Union Bank in Pakistan. In Pakistan the major transformation of SCB occurred during the year 2006 when it acquired Union Bank Ltd.

ORGANIZATIONAL BREAKDOWN STRUCTURE

WORK BREAK DOWN STRUCTURE

ROM Responsibilities
Establish & develop effective working relationship between branches & other supporting units of the region. Guides branches & monitor review process. Guide branches to prepare CRM as per provided guidelines. Conduct capacity analysis in regional branches on quarterly basis.

RM Responsibilities
The 1st point of contact for all relationships assigned with the view to deepen business relationships. Ensuring all customer requests within statutory scope. Personify SCB brand & what it stands for. Coach & mentor junior staff in branch to facilitate succession and career planning.

WBS (Contd..)
BM Responsibilities
Review

and responds to reports daily, weekly, monthly & highlights any suspicious activities. Raise staff awareness through training & implementing group and local policies on MLP. Active management of staffing capacity, recruitment and man power planning.

GM Sales & Services Responsibilities

Build distribution network to max retail sale & service. Maintain efficient processing capability which maximises productivity & customer service objectives. Build a motivated, committed & focused value centre team, consistently delivering creative, precise & customer-focused service. Ensure internal controls in place, monitor for compliance, review for changes in policies & regulations.

FINANCIAL POSITION (2011)

TOTAL REVENUE OPERATING INCOME NET INCOME TOTAL ASSETS TOTAL EQUITY USD 16.5 bn USD 7.7 bn USD 4.9 bn USD 599 bn USD 40.7 bn

MARKETING GOALS
MARKET SEGMENTATION PERSONAL BANKING WHOLESALE BANKING ISLAMIC BANKING EXPANSION STRATEGIES
1. PRODUCT DEVELOPMENT SCB is expanding its business by introducing new products i.e. introducing Islamic Banking in Pakistan. 2. MARKET PENETRATION SCB is poised to penetrate the market by introducing new products on offer for the customers i.e. expanding the loan portfolios. 3. GEOGRAPHIC EXPANSION SCB is expanding its business by growing geographically and opening the business in new countries i.e. Kenya. 4. HORIZONTAL GROWTH SCB acquired Union Bank in 2006.

MARKETING GOALS (Contd.)

ADVERTISING STRATEGIES
1. SALES PROMOTION
Sales promotion tools showing the incentive and benefits for the customers are used by the bank on timely basis.

2. PUBLIC RELATIONS
SCB believes in maintaining good public relations and positive publicity as it helps in reaching out for the prospects that prefer to avoid sales people and advertisement.

3. PRESONAL SELLING
SCB adopts the personal selling tools for building up the buyer preferences, conviction and action

4. DIRECT MARKETING
a). Promotional Letters mailed to potential and existing customers about the Banks products. b). Telemarketing to potential and existing customers. c). Internet marketing

 STRENGTHS

SWOT ANALYSIS

Largest foreign banking Network Comprehensive money transfer options Automatic operations 9 to 5 banking ATM network Electronic banking Phone Banking Technological advancement Ethical concerns and public image

WEAKNESSES
Low job satisfaction Lack of specialization Centralization Ambiguity in job design

SWOT ANALYSIS (Contd..)

OPPORUNITIES
Wholesale/Corporate banking Joint ventures

THREATS
High employee turnover High Charges Less attractive rate of return Stiff competition Less experienced staff

HRM GOALS
RECRUITMENT PROCESS AT SCB
Normally Recruitments at SCB are made directly through head office, but in some cases the relevant branch/department has the authority to make the selection.

Application Acceptance At SCB,s website

Various jobs were offered at SCB recruitment website and candidates submit their CV, s and applications online for their desired job.

Selection of the best Candidate

Appropriate candidates were selected who have required qualification. Mostly fresh MBA,s are preferred due to their low demand for salary.

Interviews
Primarily HR department conduct interviews to screen out the undesirable candidates, then after directed to the concerned department.

Training
Two years Graduate development program for fresh graduates including ongoing performance coaching, E-learning and Residential workshops.

Placement
Selected trained candidates are then appointed to various jobs according to their specialization.

HRM GOALS (Contd)

TRAINING AND MOTIVATION
SCB conduct training sessions at its main branches (KHR, LHR, ISB) for the improvement of employees quality standards. SCB also conducts training sessions for the fresh recruiters at international level. SCB adopts the approach of goal setting and reinforcement theory to motivate their employees. They set smart goals for their employees annually, then assess their performance on quarterly bases, and reward them with various incentives to Motivate.

PERFORMANCE MEASUREMENT
The performance measurement criteria of employees at SCB based on 3 stages

Objective setting Performance planning and tracking Performance assessment

HRM GOALS (Contd)

REWARDS DISTRIBUTION
Pay for Performance Reward system in which apart from basic salary a handsome amount was given on the basis of performance. Increments Employees were give increment on the bases of their performance Grades. A--- Which signifies Excellent, given e.g. 10% increment B--- Which signifies Above Average, given e.g. 7% increment C--- Which signifies Average, given e.g. 5% increment Individual contribution recognition Individuals whose contributions go beyond normal expectations are rewarded with bonuses. Examples of rewards are:
Spot awards to recognize significant contributions to revenues & profits and for cost-reduction. Chairmans award scheme.

HRM GOALS (Contd)

ORGANIZATIONAL CULTURE
High on ethics
SCB claims to be a highly ethical company. Where a serious ethical issue arises, employees will be questioned, punished or even fired according to the intensity of the matter.

Environmental stability
The environment of the SCB is not always stable; it changes according to the environment outside their domain. So when the uncertainty arises and disputes occur, it will be solved immediately to make the environment certain and stable.

Adaptive culture
SCB is a learning organization. They change their strategies according to the situation/environment demands.

Leadership style
Transformational leadership style is being adopted in SCB that can be seen in groups, where group leaders are selected on the basis of personal liking of group members. The selected leader mostly possesses good interpersonal relations and skills to carry forward the assigned goals.

FINDINGS & RECOMMENDATIONS

Job security Permanent Hiring Flexible Policies Perquisites and Allowances Revival of the Charges Decentralization

CONCLUSION
We learnt a lot about organizational structure, management, culture & environment. SCB is undoubtedly in a strong position to help growing business sail through the complexities they may face. Professionalism is the main trait of their employees. SCB offers one of the widest range of banking products & services in todays market. The most prominent feature of SCBs management is their excellent communication skills with their customers.

THANK YOU
http://www.standardchartered.com http://en.wikipedia.org/wiki/Standard_Chartered_Pakistan