How

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Effective Implementation of HSBCs HR Polices in
Georgia
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• 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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DiversityRecruitment 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 HSBC Georgia jsc
• 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 PolicyGrievance 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