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 businesss 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.

HEADHUNTING PROCESS STEPS:

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.

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 managers 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