ASSESSMENT OF HRM

FUNCTION ON STANDARD
CHARTERED BANK - NEPAL

Presenter:
Dawa Shrepa
Nitesh
Shrestha
Richa Sahi
Suman
Subedi
Introduction: Standard
Chartered Bank
Standard Chartered is the worlds leading emerging markets
bank.
SCB is one of the world's most international banks in terms of the
diversity of their people .
It employs 73,800 member staff ,nearly half of whom are
women.
It has over 125 nationalities represented over bank.
The extraordinary growth of its business provides challenging
international career opportunities.
The Group is committed for upholding high standards of
corporate governance, social responsibility, environmental
protection and employee diversity
Standard Chartered
Bank-Nepal
Largest international Bank
75 % And 25 %
15 representation and 23 ATM booths
450 local staffs
Provides full range of banking products &
services
It have wide range of clients
Objective of the
Assessment
To collect and maintain relevant information
regarding manpower planning, recruitment
policies and selection process of Standard
Chartered Bank-Nepal.
To have knowledge and understanding of job
specification and job description of different
positions in different grades and department of
Standard Chartered Bank-Nepal.
To study the strengths and weaknesses of
present manpower planning, recruitment and
selection of the organization.
Methodology Used
Sample Information Collection

1. Primary Source of Data

2. Secondary Sources of Data

Limitation of the Study
Availability of information in the website.

Biased response from the interviewee

and respondent.

Subjective to the writers view with lack

of clear evidence.
HRM ASSESMENT & ITS
COMPONENTS

HRM Capacity
HRM Climate
HRM Information
HRM Strategy and Policy
HRM Mechanisms and Methods
HRM Outcomes
HRM PROFILE & LEVEL
STRENGTHS & WEAKNESS
Strengths of the HRM at SCB can be pointed as follow:
Proper HR department.

Follows right person at right job.

Digital Technology Used

Proper plan related to employees

Standard Operating Plan,

Weakness of the HRM at SCB can be pointed as follow:

All the planned activities are not always completed
within time.
Poor feedback mechanism.

Lack of skilled manpower.

CONCLUSION &
RECOMMENDATION
SCB-Nepal should give more emphasis in
HRM & Its key factors
Although it has separate HR department
handling the organizations HR issues but it
is not functioning well
HR department just focuses on recruitment
Should implement the strategic course of
action of compensation and performance
management for better human resource
management.
END OF PRESENTATION

THANK YOU & ANY QUERRIES