This presentation describes how HSBC\'s Global Talent Management Process through
identifying the Senior Business Manager Talent Pool,
Expanding the talent pool beyond the senior manager level,
implementing development programs, and
establishing the Employee Value Proposition.
2. The world's local bank
Established in 1865 to finance the growing
trade between China and Europe
One of the largest banking and financial
services organizations in the world.
Headquartered in London
8,000 offices in 88 countries
Operates in five regions: Europe; Hong Kong;
the rest of Asia Pacific; including the Middle
East and Africa; North America; and South
America.
3. HSBC Group’s history
1865-1899 1900-1945
Established bank in Hong Kong (1865)
Opened a bank in Shanghai (1865)
Opened a branch in Japan (1866)
Opened a branch in Thailand (1888)
Disruption due to The First World War
Return to prosperity (1920)
Disruption due to The Second World War
Acquisitions Branches
India
Hong Kong
UK
USA
China
France
Singapore
Brazil
Mexico
Turkey
Argentina
Australia
India
From 1946 till 2003 From 2004 till 2009
Acquisitions Branches
UK
Bermuda
Paraguay
Mexico
Panama
Korea
Indonesia
China
Kuwait
Georgia
Kazakhstan
Poland
Czech Republic
Austria
Shi-Lanka
5. Managing for Growth business strategy
Leaders understand both local
business context and global
strategy
Leverage human
capital within the
organization
Global talent management
process
Identify the
Senior Business
Manager talent
pool
Expand the
talent pool
beyond the
senior manager
level
Implement
development
programs
Establishing the
Employee Value
Proposition
1 2 3 4
6. Identify the Senior Business Manager talent pool
Tools: 360 degree
feedback, interviews,
panel reviews, self &
the manager
assessments
6 core capabilities:
1) Driving business
vision and brand
2) Commercial
judgment
3)Leading performance
4)Customer drive
5)Working with others
6) Drive commitment
and personal
development
1
Identify
core
capabilities Additional
assessment:
a)Capability
b)Performance
c)Individual
aspiration
Core values:
1) Integrity
2) Collegiality
3) Diversity
2
Assess the
talent pools
1 2
7. Expand the talent pool beyond the senior manager level
Next
generation
High potential
Business
talent pools
Senior
business
manager
pool
7 – 10 years
Local implementation
Talent identification criteria and international development programs
8. Implement development programs
Development programs focused on six core
capabilities
Tailored development options – coaching and
executive training
Leadership development programs were based on
company’s vision, brand and core capabilities.
Emphasis on Sales and relationship management
skills
Development programs were created in collaboration
with leading business schools
9. Establishing the Employee Value Proposition
Reward
and
Recogniti
on
Work
Environm
ent
Career
and
Develop
ment
Work-Life
Balance
Four key areasTalent Relationship Manager was
responsible for engaging Talent
pool members through job rotations
and international assignments
Senior business manager talent
pool members are considered first
for any relevant job opportunities.
Approach - to develop a customized retention program aimed at developing,
motivating, and retaining talented employees, and therefore supporting the
continued people strategy execution and ensuring a higher return on people
investment for the business.
10. Lessons learned, results, next steps
Lesson 1
Cross cultural differences and
social dynamics impact the
consistency of the talent
management process
Lesson 2
An identification process being
refined due to changes in senior
management roles
Lesson 3
The core
capabilities were
revised
Lesson 3 Revised core skills
Vision
Business judgment
Leading a customer focused
organization
Driving performance
Collaboration
Personal impact
Next steps
To examine talent
metrics (e.g., retention)
to measure
implementation
success.
Results
EVP 2006 survey
Development and
future career
opportunities were
rated highly
The HSBC Group is named after its founding member, The Hongkong and Shanghai Banking Corporation Limited, which was established in 1865 to finance the growing trade between China and Europe.
The new strategy focused on driving organic revenue growth especially in the Emerging Markets, and continued cost containment. Today, this focus on Emerging Markets creates a need for leaders who understand both local business context and global strategy. From an organizational development perspective, one way to achieve continuity around core values and create global alignment with business strategy is to fully leverage human capital within the organization.
The HSBC Group is named after its founding member, The Hongkong and Shanghai Banking Corporation Limited, which was established in 1865 to finance the growing trade between China and Europe.
