HUMAN RESOURCE MANAGEMENT

HRM 501
HOME WORK 2
COMPANY ANALYSIS AND
INTERPRETATION

SUBMITTED TO:
PROF PREET KANWAL

SUBMITTED BY:

INTRODUCTION:
Committed to India for over 110 years, Citi takes pride in being a premier locally-embedded
financial institution backed by an unmatched international network. Citi India commenced
operations in Kolkata as early as 1902. Our commercial operations commenced in 1985 when
Citi set up the consumer bank, with a focus on NRI deposits, loans and cards.
Today, Citi is one of the largest foreign banks in India and is integrally connected to the trade and
capital flows in the region. Citi plays a leading role in helping multi-nationals expand in India
and also in helping Indian companies grow overseas. As promoter-shareholder, Citi has played a
leading role in establishing important market intermediaries such as depositories, credit bureau,
clearing and payment institutions. Citi operates 42 full-service Citibank branches in 30 cities and
over 700 ATMs across the country.
Since its inception, Citi's growth has been closely entwined with that of the country. Its
milestones, among many, include the financing of the first Boeing aircraft in 1971, the launch of
retail banking in 1985, the issuance of the first credit card in 1990 and the launch of internet
banking in 1999.
Citi India's products and services are organized under two major segments:
Citi Institutional Clients Group (ICG) and Citi Global Consumer Banking (GCB). The ICG
serves Citi's best-in-class products, services and execution through four major client groups:
Corporate and Investment Banking, Citi Markets, Citi Transaction Services, Citi Private Bank.
Under GCB, Citi India offers the full range of consumer banking products and services. It offers
personalized and customized offerings for customers across the wealth continuum - starting with
salaried accounts (Suvidha); the newly defined emerging affluent (Citibanking), the affluent
(Citigold) and for the high-net-worth individuals (Citigold Select). With more than 2 million
cards in force, Citibank is one of the leading card issuers in India with a diverse suite of
innovative and differentiated products. Citi Wealth Advisors is the company's broker-dealer
platform for retail clients.
In line with its commitment to make a positive difference in the communities in which it works,
Citi India's Citizenship program focuses on areas of financial capability & asset building,
microfinance, enterprise development, and youth, education & livelihoods.

HR POLICIES
1. Investing in Women:

More than half of Citis workforce (53%) is female. They believe in mentoring, sponsorship and
networking in helping to boost the career of women professionals. Womens advancement
programs launched in 2009 to broaden leadership skills, Supported by Supervisors.
2. Recruitment and Retention:
Recruiters undergo inclusion recruitment training. They partner with different organizations and
provide training for 6 months of coaching, skill building, informal mentorship and networking for
senior level recruiters.
3. Supporting Star Students In India :
They recruit entry level outstanding female students.
4. Employee Networks:
This is a key program in inclusive culture. It is open to all employees working in the organization.
It includes:
African heritage Asian Pacific heritage Disability (people with disabilities and their
caregivers) Generations Hispanic heritage Identity (employees of different nationalities)
Military Veterans Parents Pride (lesbian, gay, bisexual and transgender community) Roots
(multicultural background) Women
5. Privacy for Citis Workforce:
It protects the personal information of its workforce and collects, uses and maintains all records
including medical information, Govt related information and mainly background checks.
6. Discrimination and harassment policy:
They prohibit discrimination, harassment or intimidation that is hurtful, illegal and unlawful
against co workers, bosses, suppliers or even visitors. The bases of discrimination are race, sex,
gender identity, nationality, origin, marital status, age, disability, sexual orientation, culture etc. If
such incident is found then a complaint can be made to manager, senior or to HR representative
or to Citi Ethics Hotline. Investigation regarding the complaint will be done and action will be
taken.
7. Fair Employment Practices and Diversity:
Recruitment is done on the basis of merit. Equal opportunities are provided to each employee to
develop their career in Citi. Citi also keeps a check on the usage of its systems and services as
well as communication tools used by the employees to limit misuse.
To Quote Citi does not tolerate the use of its email, Internet or intranet to
download, transmit, view, store, or communicate images, video, text, sound
recordings, or other content that consist of threats to the safety of any person
or Citi property or that anything that may be construed as inappropriate,
harassing, demeaning or offensive, or in conflict with Citis policies on
unlawful discrimination and harassment.
8. Safety in Workplace:
It is the primary concern of every organization therefore Citi maintains health and safety policies.
Threats or acts of violence are not tolerated in the workplace and are to be reported. Also misuse
of substances illegal or even selling, distributing or possession is prohibited. For such, Citi has a

obligation clause for safeguarding the property, confidential information and networks. Any
misuse or sharing of information is prohibited and will be taken action against. Also any
information possessed by any employee is in accordance with Citis Information Security
standards are under high scrutiny and any misuse or leak can lead to termination of employment.
9. Expense Management:
All employees at every level are responsible for expense management. They have to adhere to the
policies of appropriate expenses and also they are to make decisions in accordance with
appropriate business sense, authorized and approved payment systems are to be followed.
10. Media Interaction and Public Appearances:
All interactions with media have to follow Global Public Affairs Office route. The officials
designated for the same will interact or provide the information. No individual is allowed to
interact or issue any statement.
11. Information and records creation and management:
The employees are responsible for collection, managing complete and accurate information,
including documents and reports under their control. Professional standards need to be
maintained for recording, content and usage of all the reports or documents. The documents must
be professional and legible for third party to understand and comprehend. To Quote All
company records, including paper and electronic, must be retained for the
period of time indicated on the countrys retention schedule. Records are only
eligible for destruction once the retention period has expired and there are no
other reasons to continue retaining the information. However, if you have
been notified to retain documents, you must comply until notified otherwise.
If you are unsure which documents to retain, please contact Legal or your
Records Management Officer for further clarification.
12. Insider Trading:
Citi prohibits trading in securities while the possession of material (information) by its
employees. It will lead to breach of contract and trading violations. It will result in termination of
employment, civil and/or criminal penalties.
13. Information barriers:
These barriers are applicable to employee teams that are dealing with trading and managing
accounts of other firms. This confidential information cannot be shared with any other employee
who is not related to the account.
Personal investment in Citi and other securities: employees are subjected to certain other
restrictions and policies regarding trading such as blackout periods, preclearance and also
have to report to directors.
14. Required Employee Reporting:
Employees are supposed to notify their compliance officer if any arrest, summons, subpoena,
arraignment, indictment or conviction of criminal offence or anything similar has been made
against them.

Citi provides the facility of providing a counsel in case of legal payment or defending in case ro
its employees. Management decides after reviewing the case if the same facility has to be
provided to the employee or not.
15. Compensation Plans, Programs and Arrangements:
Citi recognizes the employees who work according to the structure, provide fair judgment and
have a proactive approach towards business. The compensation policies are hence determined on
the above skills.
16. Conflicts of Interests:
Accepting gifts and entertainment: the employees are not allowed to accept gifts,
conveyance or anything of value from the clients, potential clients, suppliers or
distributors. Any acceptance for invitation to events organized by clients has to be
checked by the authorities before commitment.
Giving Gifts or Providing Entertainment: these acts are considered as bribery and are not
to be given under any circumstances.
17. Outside Business Activities:
These are specifically for the Board of Directors that Citi discourages full time employees
seeking or accepting outside directorship with public companies as it may lead to conflicts within
the Citi.
18. Employment of relatives:
Citi restricts the appointment of any relatives in the same field as it may lead to conflict of
interest. Employees related to government officials are subjected to additional restrictions.
19. Related Party Business Dealings:
The employees are supposed to notify the head or HR representatives about the related party
benefit from which they are to be benefited directly or indirectly so that there is no conflict of
interest.
20. Personal Business Dealings:
All employees and their family members are encouraged to use Citis services but at the same
terms as its clients. No preferential treatment is offered to its employees or relatives.
21. Citi Benefits to its employees:
Discounts on staff banking products.
Discounts on range of benefits such as electronics, communication, auto deals, travel,
entertainment etc.
Gym membership in various global areas.
Additional annual leaves.
Childcare facilities, dependent care, salary package usage fees (only in few global areas).
Employee Assistance programs.

ANALYSIS

After reading all the above policies, here is my analysis:

1. They programs that the group runs for female employees are a good step towards their
development. These programs have helped in growth of females in areas where females
are not provided enough opportunities.
2. Having a clear cut chain of command is a good move on the part of Citi as each employee
knows where he has to report and what information he is supposed to keep as confidential
and only produce when needed.
3. The relationship limits with suppliers, distributors and clients is also well defined to
avoid conflict of interest.
4. Anti harassment and discrimination policies have set limits for the behavior that is
acceptable and where unacceptable behavior is to be reported.
5. Compensation policies are well defined but there are problems with it.
6. Having frequent background checks are also necessary for every organization which Citi
has kept up since the time of inception.
7. Workplace safety norms have been defined which have helped any potential employee to
choose Citi as a preference to work for.
8. Citi has kept in mind the diversity of its workforce and then devised the policies which
are a lot of help to all diverse employees.
9. Recruitment programs run for recruiters has made Citi a better place to work for and its
recruiters have a better picture of the type of employees to be recruited in.
10. Media interaction policies have helped keep privacy of its employees and matters related
to Citi.
11. Promotion polices are also outlined in the Code of conduct for each employee.
12.

Discrepancies & Recommendations

1. A lot of complaints regarding compensation policies have been cited by ex employees
even the recent news regarding the payments to its executives has not helped the case of
Citi. The outline for the policy seems to be appealing but the way the payment is made is

ambiguous. The employees do not want to work where they are not compensated for the
work they do.
2. Promotion polices seem to be only applicable on paper as many employees have
complained that the promotion is done on the basis of relationship shared with the
superiors. Often the female employees have complained of partial treatment to the
opposite gender.
3. Many employees feel that the development courses do not help them as they do not get
any benefit from doing the courses as the growth avenues are not adequate.
4. There are several of jobs where the pay stated was much higher than the payment given
to the employees. The jobs in various departments such as Operations are not in
accordance with the work done by the employees.
5. Many jobs in the organization are only desk jobs and offer no opportunity to do
something new or different.
6. One of the problems faced by employees is that the people are always getting hired in this
organization and some old employees are getting terminated. Some terminations have
also been done wrongfully with no disclosure.
7. One more problem that has been there is with the hiring process where they outsource the
hiring which again is not appropriate as the requirements for jobs can only be known to
Citi itself and not to any other outsider firm.
8. There have been complaints regarding racism done by managers or other peers. No
actions have been taken against such activities.