About Citibank

Citigroup was incorporated on March 8, 1988. On October 8, 1998, Citicorp merged with and
into a subsidiary of Travelers Group, and Travelers Group changed its name to Citigroup Inc.
At the time of the merger, Citicorp stockholders received 2.5 Citigroup shares for every 1
share of Citicorp stock they previously owned. Travelers Group stockholders maintained their
shares of Travelers Group stock under the Citigroup name.
Citigroup Inc. is todays pre-eminent financial services company, with some 200 million
customer accounts in more than 100 countries. Our history dates back to the founding of
Citibank in 1812, Bank Handlowy in 1870, Smith Barney in 1873, Banamex in 1884, and
Salomon

Brothers

in

1910.

Other major brand names under Citigroup's trademark red umbrella include Citi Cards,
CitiFinancial, CitiMortgage, CitiInsurance, Primerica, Diners Club, Citigroup Asset
Management, The Citigroup Private Bank, and CitiCapital.
Citigroups financials demonstrate high levels of profit than one would expect given the companys
tremendous revenues.

This profit demonstrates the level of market power enjoyed by Citigroup;

its exorbitant profits directly attributed to the companys ability to leverage its market power.
Management strategy was simple: grow the business, and expand through acquisition and existing
business line extension.

Citigroup certainly possessed the resources to successfully accomplish

these goals, and its significant gains are directly attributable to effective utilization of its resources
and the realization of significant economies of scale.

Citi presents mostly domestic market power,

as other companies expanded internationally prior to Citis internationalization efforts.

Citi has the world's largest financial services network. Its business covers 107 countries with
approximately 2,000 offices in the world. Citi - a premier local financial institution
Citi
- the single largest foreign direct investor in the financial services industry in the
country.

A customer base of over

1500 large corporates and multinationals,

2500 small and medium enterprises,

40,000 asset based financing clients and

7 million retail customers.

It offers a comprehensive suite of products and services to both commercial and retail
clients across all economic segments and lifecycle stages.

Operating Regions
Regions
North America
Europe, Middle East & Africa
Latin America
Asia

Segments

Citicorp

Regional Consumer Banking

Institutional Clients Group

Citi Holdings

Brokerage and Asset Management

Local Consumer Lending
Special Asset Pool

Corporate

Treasury
Other corporate expenses

Facts about Citi India

3

Cash management throughputs at Citi India equal 40% of India's GDP.

Citibank Indias e-business portal is the most visited Indian financial site.

CFIL has financed over 130,000 trucks in India.

Citigroup Global Services, is one of Indias largest BPO service providers and
services Citi operations in 36 countries.

Citi - the first company in India to introduce stock options for its employees.

Citi - the first financial institution to export software services from India.

Citi has provided core funding of Rs. 15.4 crore to the Indian School of Micro
Finance the first such school in Asia.

HISTORY
Citibank is one of the largest banks in the U.S., and is a part of the financial services
company Citigroup. Citibank had been founded in the year 1812. Initially its name was City
Bank of New York, which was later changed to First National City Bank of New York. In
over 100 countries worldwide, Citibank has been carrying out its operations, which comprise
of regular banking services along with credit card, insurance and investment services. The
bank claims to have a customer base of 15 million users catered by its online services
division alone. As Citibank was badly affected by the financial crisis of 2008, the U.S.
government provided the bank with an aid of US$ 50 billion in two installments of US$ 25
billion each.
Citi India began operations over a century ago in 1902 in Kolkata and today is a significant
foreign investor in the Indian financial market. As promoter-shareholder, Citi has played a
leading role in establishing important market intermediaries such as depositories, credit
bureau, clearing and payment institutions. Operating 45 full-service Citibank branches in 28
cities, it is the preferred banker to 45,000 small and mid-sized companies. Citi helped lay the
foundation of the Indian software industry by establishing Citicorp Overseas Software Ltd.
and lflex Solutions Ltd.; it pioneered the ITES industry in financial services through
Citigroup Global Services Ltd. (CGSL). Oracle acquired lflex in 2005 and CGSL was
acquired by Tata Consultancy Services in 2008. Citi India, with over 12,400 employees, is
headquartered at First International Financial Centre (FIFC), a world-class environmentally
friendly building. It added two new green premises this year, taking the total LEED certified
premises to 12.

CURRENT INSIGHTS OF CITI

(EXTRACT FROM ft.com)

Michael Corbat took over as chief executive of Citigroup in 2012 after a scarring experience
during the financial crisis, and quickly began cutting back the banks sprawling global reach.
The third-largest US lender by assets has since closed unprofitable consumer businesses from
Pakistan to Paraguay.
But Pramit Jhaveri, Citis chief executive in India, is in a bullish mood. He has seen his
country included in the companys crucial invest-to-grow bracket of about 20 fastexpanding markets. That is a licence to pursue growth in what will become the worlds thirdlargest banking system by assets during the next two decades.

Mike has been very clear, when he was out here in September last year, says Mr Jhaveri.
Growth is what we are focused on. Execution and growth.
Indias notoriously complex $1.5tn banking market has proved perilous for foreign
entrants: Barclays shut its retail division in 2011, while UBS gave up its banking licence last
year.
But Citi notched up 13 per cent year-on-year consumer credit growth in quarterly results last
month, among the strongest of its international markets.
The bank does not provide earnings by country, but Mr Jhaveri says his operation earns more
than $1bn in revenues annually, split approximately 60:40 between its commercial and retail
arms.
Citi also emerged relatively unscathed last year, as Indian banks struggled against a jarring
economic slowdown, rapid currency depreciation and emergency interest rate hikes.
From any point of view, 2013 can be described as a challenging year, Mr Jhaveri says.
[However,] we had no train wrecks, no mishaps, no unforeseen events.
6

As a result Citis is top of the pile for asset quality, he says, ranking among the best one or
two banks in India, at a time when many others notably including Standard Chartered
have seen rapid increases in non-performing loans.

More recently Mr Jhaveri has resisted pressures of a different sort: from regulators keen for
big foreign banks such as Citi and HSBC to set up separately capitalised Indian subsidiaries.
It is an option he says he will respectfully decline, for the time being at least.
The decision means Citi has in effect given up on becoming a full-fledged Indian retail
lender, a path that would have meant taking on formidable domestic players such as HDFC
Bank in the increasingly competitive local market.
It also means the bank is unlikely be granted many more than its meagre allotment of 43
branches, although Mr Jhaveri says his expansion plans do not require hundreds or
thousands of local outlets.
Mike Corbats retail strategy globally is to be in the top 150 cities in the world. Nine of
those cities are in India, he says.
Citi plans to focus on profitable niches, including credit cards, wealth management and
mortgages, and to serve Indias wealthy diaspora.

HUMAN RESOURCE MANAGEMENT-MEANING

Behind the production of every product or service there is human mind, effort and man hours
(working hours). no product or service can be produced without help of human being. Human
being is the fundamental resource for making or constructing anything. Today many experts
claim that machines and technology are replacing human resource and minimising their role
or effort. But even machines and technology have been build by the human aid and besides
companies have been continuously in search for talented, skilled and qualified professionals
to further develop latest machines and technology, which again have to be controlled or used
by humans to bring out products.
Human Resource Management is the process of recruitment, selection of employee,
providing proper orientation and induction, providing proper training and the developing
skills, assessment of employee (performance of appraisal), providing proper compensation
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and benefits, motivating, maintaining proper relations with labour and with trade unions,
maintaining employees safety, welfare and health by complying with labour laws of concern
state or country.

Human: refer to the skilled workforce in the organisation.

Resource: refer to limited availability or scarce.
Management: refer to maximise or proper utilisation and make best use of limited and a
scarce resource.
Altogether, human resource management is the process of proper and maximise utilisation of
available limited skilled workforce. The core purpose of the human resource management is
to make efficient use of existing human resource in the organisation. The Best example
at present situation is, construction industry has been facing serious shortage of skilled
workforce. It is expected to triple in the next decade from the present 30 per cent, will
negatively impact the overall productivity of the sector, warn industry experts.
Every organisations' desire is to have skilled and competent people to make their organisation
more effective than their competitors. humans are very important assets for the organisation
rather than land and buildings, without employees ( humans ) no activity in the organisation
can be done. Machines are meant to to produce more goods with good quality but they should
get operated by the human only.

QUOTES:

The greatest tragedy in America is not the destruction of our natural resources,
though that tragedy is great. The truly great tragedy is the destruction of our human
resources by our failure to fully utilize our abilities, which means that most men and
women go to their graves with their music still in them. - Oliver Wendell Holmes.

The human mind is our fundamental resource. - John F. Kennedy.

OBJECTIVES OF HRM

Societal objective.To be socially responsible to the needs and challenges of society while
minimizing the negative impact of such demands upon the organization. The failure of
organizations to use their resources for society's benefit may result in restrictions. For
example, societies may pass laws that limit human resource decisions.

Organizational objective. To recognize that HRM exists to contribute to organizational

effectiveness. HRM is not an end in itself; it is only a means to assist the organization with its
primary objectives. Simply stated, the department exists to serve the rest of the organization.
Functional objective.To maintain the department's contribution at a level appropriate to the
organisation's needs. Resources are wasted when HRM is more or less sophisticated than the
organisation demands. A department's level of service must be appropriate for the
organisation it serves.
Personal objective. To assist employees in achieving their personal goals, at least insofar as
these goals enhance the individual's contribution to the organisation. Personal objectives of
employees must be met if workers are to be maintained, retained and motivated. Otherwise,
employee performance and satisfaction may decline, and employees may leave the
organisation.

Nature of Human Resource Management

Human Resource Management involves management functions like planning, organizing,
directing and controlling

It involves procurement, development, maintenance of human resource

It helps to achieve individual, organizational and social objectives

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Human Resource Management is a multidisciplinary subject. It includes the study of

management, psychology, communication, economics and sociology.

It involves team spirit and team work.

The diverse cultural, political and economical differences most be address, human resource
management play a vital role in dealing with such diverse differences in it proceedings for
recruitment, performance management, career development, employee management,
succession planning to mention few. As asserted by the companys site, Human Resource
Management of the company focused on recruiting and retaining the best heads so as to
maintain its topmost position in the competitive beverage market in the whole world.

The HR is responsible in placing policies, regulations, practices and guidelines to ensure the
company has the right employee at the right place so as to achieve the overall companys
goals and objectives. Some of their duties include employee recruiting, employee retention,
employee development, succession planning, working environment, compensation, benefits
as well as career mobility. On this the HR are on constant consultation with operating
managers on issues relating to recruitment needs, existing gaps and how to close them up.

The HR always strive to convince the management in providing the companys employee
with a favourable environment that foster sense of unity among them so that they can conduct
their duties effectively as an individual and as a team. Furthermore, the Citibank Company
values its employee as its best asset.

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THE PEOPLE
Their business success depends every day on our employees. Their values define our mutual
responsibilities and how all employees work together every day. As a people-intensive
business, they put great emphasis on the skills and motivation of all our employees. They
promote a high performance culture across all our markets, to meet and exceed the
expectations of customers and consumers, and to deliver value to shareholders.
They aim to attract, develop and retain the necessary talent for our business to succeed today
and in the future by:

helping employees to develop professionally and personally

protecting and promoting their health, safety and well-being

engaging with employees openly and honestly

respecting human rights

recognizing and rewarding performance.

PEOPLE DEVELOPMENT
Recruiting, developing and rewarding talent is central to the value Caring for our people.
The future of Citibank as a successful and dynamic company is dependent upon as equipping
our employees to reach their full potential. Citibank invests significantly in learning and
development. They also encourage and empower employees to take responsibility for their
career development. The foundation is their career planning framework which clearly
outlines the seven core areas in which aspiring leaders must excel: Business and Financial
Results, Management, People Development, Leadership, Relationships, Growth and
Innovation, as well as Corporate Social Responsibility. For each area, they define the
performance standards and experience required at every layer of leadership.

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SCOPE OF HRM
Human Resource Management is not just limited to manage and optimally exploit human
intellect. It also focuses on managing physical and emotional capital of employees.
Considering the intricacies involved, the scope of HRM is widening with every passing day.
It covers but is not limited to HR planning, hiring (recruitment and selection), training and
development, payroll management, rewards and recognitions, Industrial relations, grievance
handling, legal procedures etc. In other words, we can say that its about developing and
managing harmonious relationships at workplace and striking a balance between
organizational goals and individual goals.
The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it
concisely. However, we may classify the same under following heads:

HRM in Personnel Management: This is typically direct manpower management

that involves manpower planning, hiring (recruitment and selection), training and
development, induction and orientation, transfer, promotion, compensation, layoff and
retrenchment, employee productivity. The overall objective here is to ascertain
individual growth, development and effectiveness which indirectly contribute to
organizational development.
It also includes performance appraisal, developing new skills, disbursement of wages,
incentives, allowances, traveling policies and procedures and other related courses of
actions.

HRM in Employee Welfare: This particular aspect of HRM deals with working
conditions and amenities at workplace. This includes a wide array of responsibilities
and services such as safety services, health services, welfare funds, social security and
medical services. It also covers appointment of safety officers, making the
environment worth working, eliminating workplace hazards, support by top
management, job safety, safeguarding machinery, cleanliness, proper ventilation and
lighting, sanitation, medical care, sickness benefits, employment injury benefits,
personal injury benefits, maternity benefits, unemployment benefits and family
benefits.

13

It also relates to supervision, employee counseling, establishing harmonious

relationships with employees, education and training. Employee welfare is about
determining employees real needs and fulfilling them with active participation of
both management and employees. In addition to this, it also takes care of canteen
facilities, crches, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, recreation facilities, etc.

HRM in Industrial Relations: Since it is a highly sensitive area, it needs careful

interactions with labor or employee unions, addressing their grievances and settling
the disputes effectively in order to maintain peace and harmony in the organization. It
is the art and science of understanding the employment (union-management)
relations, joint consultation, disciplinary procedures, solving problems with mutual
efforts, understanding human behavior and maintaining work relations, collective
bargaining and settlement of disputes.

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HUMAN RESOURCE PLANNING

Human Resource Planning (HRP) is the process of forecasting the future human
resource requirements of the organization and determining as to how the existing
human resource capacity of the organization can be utilized to fulfill these
requirements. It, thus, focuses on the basic economic concept of demand and supply in
context to the human resource capacity of the organization.
An HR Planning process simply involves the following four broad steps:

Current HR Supply: Assessment of the current human resource availability in the

organization is the foremost step in HR Planning. It includes a comprehensive study
of the human resource strength of the organization in terms of numbers, skills, talents,
competencies, qualifications, experience, age, tenures, performance ratings,
designations, grades, compensations, benefits, etc. At this stage, the consultants may
conduct extensive interviews with the managers to understand the critical HR issues
they face and workforce capabilities they consider basic or crucial for various
business processes.

Future HR Demand: Analysis of the future workforce requirements of the business

is the second step in HR Planning. All the known HR variables like attrition, lay-offs,
foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken into
consideration while determining future HR demand. Further, certain unknown
workforce variables like competitive factors, resignations, abrupt transfers or
dismissals are also included in the scope of analysis.

Demand Forecast: Next step is to match the current supply with the future demand
of HR, and create a demand forecast. Here, it is also essential to understand the
business strategy and objectives in the long run so that the workforce demand forecast
is such that it is aligned to the organizational goals.

15

HR Sourcing Strategy and Implementation: After reviewing the gaps in the HR

supply and demand, the HR Consulting Firm develops plans to meet these gaps as per
the demand forecast created by them. This may include conducting communication
programs with employees, relocation, talent acquisition, recruitment and outsourcing,
talent management, training and coaching, and revision of policies. The plans are,
then, implemented taking into confidence the mangers so as to make the process of
execution smooth and efficient. Here, it is important to note that all the regulatory and
legal compliances are being followed by the consultants to prevent any untoward
situation coming from the employees.

16

The people factor: fundamentals of human resources

You can't always do everything yourself. As your business grows, hiring employees may become
more and more important to your success. And the moment you hire, you become involved in human
resources (HR).

Taking the step to hire additional employees is a big one, since you will now be responsible
for payroll, benefits, unemployment insurance, main-taining a productive work environment,
and a host of additional employeerelated details. Therefore, it's important to make sure you
are ready for these additional responsibilities.
Once you have made the decision to hire, be sure that a potential employee's skill set matches
your business needs. Among the characteristics to consider are:

Technical: the ability to perform the specific functions required for the job.

Communication: the ability to speak, write, and express oneself effectively.

Problemsolving: the ability to identify and solve businessrelated issues.

Human relations: the ability to use personal skills to resolve potential conflicts, to
provide support for other employees, and to be sensitive to feelings and situations.

Planning/organization: the ability to supervise, direct, and guide themselves and

other employees to reach personal and business goals and objectives; the ability to
effectively plan and make efficient use of time.
17

Daytoday work skills: the ability to be punctual, to manage time efficiently, to

cooperate with others, and to accept responsibility all those items that create a
successful work environment.

Alternative Options

The traditional option is to hire fulltime employees, although temporary, part

time, leasing, outsourcing, and contracting arrangements may be considered.

Diversity in Your Workplace

Employees come from all walks of life and have many different personalities,
abilities, and skill sets. Depending on the nature of your business, you can probably
benefit from expanding the diversity of your workforce as a way to raise the
effectiveness of its individuals and teams, meeting customer needs, and ultimately,
improving your bottom line.

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RECRUITMENT PROCESS
Reviewing Applications
Because you probably will have multiple applicants, you need to establish a consistent review
process for all applicants. If you have other employees on the management team, you may
want to have them participate in the process and provide feedback.
PreEmployment Screening
Once you identify a promising applicant, it is typical to conduct a background and reference
check; this process could include calling references and previous employers, checking the
applicant's work permit papers and requesting a copy of the applicant's transcript to verify
their education. Regardless of the size of your business, preemployment screening is an
important hiring practice to avoid costly hiring mistakes and possibly lawsuits. Your business
may be held liable for the actions of a new employee, especially if you did not conduct a
background check.
The Interview
The objective of an interview is to find out as much relevant information as you can about an
applicant. In order to keep the interview focused, prepare written questions and document the
answers. Ask questions that will allow applicants to talk about themselves, their work habits,
their experiences, and their skills. As you conduct your interview, be sure that you keep all
applicable laws in mind, and steer clear of any personal questions.
Making an Offer
Once you identify the right employee, make a job offer in writing, being careful not to
promise something you cannot deliver. Also, be sure to followup promptly with those
applicants you didn't select. Even though an applicant doesn't fit a present need, you may
have future needs that might suit them and it is helpful for them to see the respect your
business shows all applicants.

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JOB ANALYSIS AND DESIGNING

Job analysis is the procedure for determining the duties and skill requirements of a job and
the kind of person who should be hire for it. Job analysis consists of two products one is job
description and second job specification.

Job description: a list of job duties, responsibilities, reporting relationship, working

conditions, and supervisory responsibilities - one product of a job.

Job specification: a list of a jobs human requirements that is requisites education, skills,
personality, and soon - other product of a job analysis.

Citibank company HR department check its own job description and job analysis in which
they get the information about employees work activities, human behaviour, performance
standard, job context and human requirements and also other information related to this
conduct.

HR department of Citibank used this information for Recruiting, selection, compensation,

performance appraisal, training, and employees relationship.

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PERFORMANCE APPRAISAL

Citibank performance appraisal is on the annual basis. They appraise their employees on their
performance. They set the goals in the beginning of year and tell the employees about the
goal. If the employees achieve these goals they appraise the employees.
Steps in Appraising Performance:

Define the job: The employees working at this company are assigned or defined their
duties and job standards in order to achieve the organizational goals set by the
company.

Appraise Performance: Here, the employees actual performance is compared to the

standards that have been set.

Provide Feedback: The employees performance and progress are discussed and if
any development is required then plans are made according to it.

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COMPENSATION AND BENEFITS

Their compensation objective is to improve performance of employees and convey a message
to employees that company is loyal to them. Employees are their asset and therefore they are
careful about their health and benefits.

They give following compensation and benefits:

Basic salary
Bonus
Medical Facility
Pick Up and Drop
Gratuity Fund
Social Security

MOTIVATION FOR EMPLOYEES

Citibank Company is a huge international brand that has more than 700,000 employees. The
company has very specific practices in place to ensure that employees are motivated to do
their best and feel like they have an important role in the companys future.
The managers know what motivates the workers. As such they create an enabling
environment that helps to motivate the employees. Such as allowing for participation in
decision making, creating opportunities for career progress, providing a satisfactory working
environment and others. Employee motivation at Citibank has been increasing for the past 12
years as well as the productivity of the workers. Because the employees have been motivated,
their productivity has been increasing.

22

It is known that Motivation has a direct relationship on productivity. After a careful analysis
of the results and findings a study has come out with recommendations that will help highly
motivate the employees to increase productivity to a higher level. They include the setting of
realistic targets, ensuring equity in the motivational factors given, providing needed logistics
and linking all rewards to performance. However, the study has further shown that, there are
times when productivity does not increase as expected even though employee motivation was
good or has increased. Signifying that, all other things being equal, productivity is not
influenced only by motivation. As such to increase productivity, managers should harness
motivation with other productivity drivers.

Wages

Citibank is providing smart wages to its employees, which are competitive and really
satisfactory. With wages lot of facilities and amenities, are provided according to the policy.
Structure of wages can be described as:

Blue collar workers are offered wages along with commission, salesman are offered wages
plus commission pursuing certain criteria.

23

White collar workers who are the officers and the executives draw a handsome amount
salary with incentives.

Education

The Citibank Company had always believed that education is a powerful force in improving
the quality of life and creating opportunities for people and their families around the world.
It is committed to helping people make their dreams come true. All over the world they are
involved in innovative programs that give hardworking employees interested in studying
books, supplies, places to study and scholarships.

Annual Leaves
Citibank international had different leaves structures in different regions and countries of the
world where they have their companies.

Designation

Allowed Leaves

Supervisor

30 leaves per annum

Above the Supervisor

30 leaves per annum

Below the Supervisor

30 leaves per annum

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The above table shows simply how the leaves structure allows for the leaves and how well
the employees are awarded with facility of getting their own personal time to manage their
own problems. These leaves are authorized for the employees and these include the with pay
leaves. This facility is really great which keeps the employees motivated and thrilled about
their work.

Time Management

Time Management is the key to grow in this fast and furious century of growth and
development, so therefore Citibank is doing at their best for this pivotal factor of managing
time. To cover this segment of management they have divided the work in two shifts.
They are managing the working time in two shifts. They can include some extra shift if there
is demand but normally there are two shifts, which are explained in the following:
8 a.m. to 4 p.m. (all departments other then technical departments),
4 p.m. to 12 p.m. (Technical department)

Medical Facilities
Medical Facilities are of prime importance in any organization as the health of employees is
in the benefit of the company as well as its the social responsibility of the company to
provide nice and healthy environment to the employees. These facilities are such facilities
which include first aid treatments, emergency handling problems, sickness and other diseases
which are fatal to the employees.

25

The Citibank Company is providing medical facilities to all its employees. These treatments
are provided to the employees as per their designations. The medical facilities are also
provided to the supervisors as well as the officers in the company.

Employee Forum
In the U.S., through employee forums, employees can connect with colleagues who share
similar interests and backgrounds. In those forums and elsewhere, employees support each
other's personal and professional growth and enhance their individual and collective ability to
contribute to the company. Forums that are currently active include:
Administrative Professionals
African-American
Asian/Pacific-American
Gay & Lesbian
Latin
Women

Mentoring Programs

The Citibank Company is creating a system of mentoring programs that includes, one-on-one
mentoring, group mentoring and mentoring self-study tools.
Currently, Citibank North America and The Minute Maid Company have one-on-one
mentoring programs designed to foster professional growth and development. These
programs promote trusting relationships for networking, coaching, career counselling and life
lessons.

Communication
When Citibank employees are asked for their opinions, they know that someones listening;
Citibank developed its mission statement and core values around employee input. Every year,
26

it distributes a Global Employee Insights Survey, seeking employee insight on how the
company is run and how things can be improved. The survey is more than just a pen-andpaper form. It typically comes in the form of a private website or blog, open for a limited
period of time, where employees can respond and offer ideas and criticisms on management
and other subjects. Citibank tracks the responses and resulting improvement from year to
year. The companys website states that its 2010 survey showed an employee engagement
score of 84 percent, which was an increase of two points from 2009.

Financial Rewards

Citibank also offers financial rewards to motivate employees to reach greater pinnacles.
Compensation is competitive. Every year, employees have performance reviews that give
them a chance to receive merit raises. A Citibank Red Tag program rewards employees with
bonus, incentives, etc.

Travel and merchandise as a way to recognize exceptional performance. Employees also get
tuition reimbursement, and their children can qualify for scholarship funds. Car discounts,
free parking and employee discount programs are also offered.

Energizing Environment

Citibank also strives to offer an energizing environment that will motivate employees every
day. On site, employees have access to a cafeteria, dry cleaning, a credit union, a store and
free parking. Different Citibank work sites offer different perks. In the UK, the Citibank
headquarters includes free drinks and fruits, special hours during the summer and on-site
Gym.

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Prevention of Forced and Compulsory Labour

The Company prohibits the use of all forms of forced labour, including prison labour,
indentured labour, bonded labour, military labour, slave labour and any form of human
trafficking. Their policies are supported by independent assessments of supplier, bottler and
Company-owned facilities and are conducted by third party auditors to verify compliance
with our standards that prohibit trafficking and slavery in supply chains.

Security Practices
The Citibank Company is committed to maintaining a workplace that is free from violence,
harassment, intimidation and other unsafe or disruptive conditions due to internal and
external threats. Security safeguards for employees are provided as needed and will be
maintained with respect for employee privacy and dignity.

Remediation
The Company rely on their associates to speak up immediately if they believe their policies
on human rights and workplace rights have been violated. Associates can report perceived
violations confidentially and without fear of retaliation through numerous channels, including
our Ethics Linea toll-free, secure phone line and website. In cases where claims are
substantiated, they take corrective action. Depending on the violation, corrective action may
take the form of back pay, reassignment of duties and in severe cases, separation from the
Company.

Labour/Management Relations

28

More than 30 percent of workers in their system are represented by trade unions. Of those,
more than 70 percent are affiliated with the International Union of Food, Agricultural, Hotel,
Restaurant, Catering, Tobacco and Allied Workers (IUF), one of their business systems most
important stakeholders.
Twice each year, managers from Citibank Company meet at Atlanta headquarters with IUF
delegates from around the world to discuss labour and workplace issues in the Companys
system. These meetings allow them to have frank conversations and address and resolve
difficult issues across the table through serious and practical engagement from both sides.

Diversity and Equal Opportunity

Citibank Company is a multinational business whose brands and operations are deeply
interwoven with a multicultural world. Having a workforce as diverse as the people the
company serves is crucial for their future growth. Given that fact, they see diversity as more
than just policies and practices. It is an integral part of who they are as a Company, how they
operate and how they see their future.
Regarding equal opportunity, the Company values all employees and the contributions they
make. The company has a long-standing commitment to equal opportunity and intolerance of
discrimination. The company is dedicated to maintaining workplaces that are free from
discrimination or physical or verbal harassment on the basis of race, sex, colour, national or
social origin, religion, age, disability, sexual orientation, political opinion or any other status
protected by applicable law. The basis for recruitment, hiring, placement, training,
compensation and advancement at the Company is qualification, performance, skills and
experience.
Corruption

The company follows strict policies and procedures to prohibit bribery and corruption in any
form. The company complies with the anti-corruption laws of the countries where they
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operate. Their Anti-Bribery Policy provides guidance on how to conduct business in a fair,
ethical and legal manner. Further, the Companys Code of Business Conductavailable in 29
languages guides the business conduct. The Code articulates the companys expectation of
accountability, honesty and integrity in all matters. All associates of the Company and its
majority-owned subsidiaries read and understand the Code and follow its precepts, both in the
workplace and in the larger community.

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CONCLUSIONS

By finishing to this prestigious assignment work, in which the work is very enthusiastically
cover all reward Human Resource Management areas as well as practical work followed by
productive and innovative recommendations with respect to above described models and
recommendations.

In this assignment work it is analyzed how to relate Human resource models to enhance the
productivity of employees and how they contribute toward achieving the organizational goals
in more effective way, this comparison helps to understand trends of both sides and make me
able to think over them in a way to generate those strategic points which would best
overcome our corresponding company's reward management limitations. This in depth
Companys human resource management flow gives a fair picture, which guided towards
acknowledged recommendations that is the reason of being experienced to immense
analytical skills, to give recommendations to the whole scenario.

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RECOMMENDATIONS

First and foremost step regarding HRM is, benefit to the sales employees should be taken into
the consideration so that system becomes fair. However reward system is an excellent
technique to support the culture regarding change culture of the company in positive
manners.

Only equality in the system can bring all this get together and management must utilize this
system to increase effectiveness as well as productivity on the other hand rewards should be
design financial and non financial to provide lower and upper management equal and fair
importance.

Citibank reward system must be highly functional to make employees more loyal to
organizational goals, values and standards. On the other hand it also motivates the employees.
And reward management system should be in a group task because the organizations
are more tend toward in group task rather than individual performance. One of the important
and appealing reasons is that it requires interaction between groups and sharing of ideas
which brings more effectiveness and efficiency results in better outcome for the company.

Employees should be provided with better environment to work. Health and safety of
employees should be important criteria. Wages should be paid on time.

If any employee is facing some kind of problems related to his life or work, then he can
directly go to the manager and share all his problems. This thing should be adopted by every
company because this makes the employee satisfied with the company.

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BIBLIOGRAPHY

http://www.glassdoor.com/Benefits/Citi-US-Benefits-EI_IE8843.0,4_IL.5,7_IN1.htm
http://www.citigroup.com/citi/investor/data/codeconduct_en.pdf
http://www.slideshare.net/lalsivaraj/citibank-hrm
https://online.citi.com/US/JRS/pands/detail.do?ID=CitiBizArticleFundamentalsHR
http://www.citigroup.com/citi/citizen/community/data/guide7_eng.pdf

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