Day 36:
I provided the employers with labour card instead of my supervisor Amal because she was absent, asking them to photo copy the labour card and sign on the form to ensure that they received the labour card. Then, I had my lunch with Geeta, Swati, Meghna and Sindu.
Day 37:
I made an interview with Venkatvardhan Sampaath (Head of HR Service Delivery in Middle East & Africa) for few minutes about General related questions, Communication skills (written and verbal), IT skills, Teamwork and its importance in their workplace: not working in isolation, Training: need for getting further qualifications and professional designations and lifelong learning, career planningas he had big role of his position in UAE. He is a line manager of Amal, Geeta and Meghana and the rest are in Africa. Then, I had lunch with Swati, Cristina, Ekta and Sindu Sreekumar. I dealt with employees who came to receive their labour cards and ask them to photo copy the card and sign to make sure that they receive their labour card.
Venkatvardhan Sampaath role is extremely important as Regional Human Resources Service Delivery Manager. Vencat reports to Hd. Ctry HR-Middle East, Africa, The Americas, Europe (Secondary) and Head of Country HR Operations, Service Delivery (Primary) then, he receives Direct reports from HR Service Delivery Managers UAE, SCH and Indirect Reports Service Delivery Officers/Managers (Lebanon, Jordan, Bahrain, Qatar, Oman). His Job Purpose responsible for managing Human Resources Operations and Service Delivery in Middle East, Human Resources Risk Management for Middle East, Human Resources Financial Management and reporting and Relationship management with HRSSC to ensure effective Service Delivery. His Responsibilities in HR Risk & Compliance Management is to identify opportunities and implement plans to achieve continuous improvement and in HR Service Delivery/Operations to Drive HR Transformation initiatives across Middle East and in Financial management to proactive manage CHR budgets in Middle East to ensure targets met, ensuring accurate and timely reporting and in Team management to motivate and develop team to achieve high levels of performance and job satisfaction, through objective setting review, personal development planning, communication, empowerment and reward management. Its job qualification needs should be qualified in processing, Eye for details and Accounting people management and have good communication skills and his best thing about his work is that working with Multi cultural, exposure to geographic call nuances and the most challenging things about his work asking employees and the line managers to follow process and he said that the entire HR team helped him in his position. There is no difference between the level of formality used for internal and external communications skills and it is absolutely important to be accuracy in emails and internal memos and Arabic is important as English is very important. Samaath didn’t have to learn new skills because he had that skills already and his position mostly required Microsoft Office Program for new hires and when an employee needs training the employee itself and the line manager responsible for determining what training is needed and pay for it. His advice for an employee who enters a new job is to keep asking, talk to people around and in the company as he said it has a lot of contact with nationals. The pressure is put on employees all the time is the part of the job to keep learning and when he/she need for any support to learn he/she have to ask sponsor programs diplomas degree. Actually, he is planning to have training on Leadership development programs and he is reading lots of books that he have found helpful in his position. When he just began his career he was not really knew how to make a career plan because it was too early and he didn’t know much in how to make a plan in the beginning. Regarding on career plan he have had a career plan for the next 10 years and when he enters a new company he had absolutely an advantage to make a career plan. The most companies do help employees make career plan by the Individual Learning Development Plan by setting a career plan and the HRM and when you need a help you should ask the boss to assist you. His suggest telling people at work about your career plan such as the boss, senior colleagues to HR manager.
Day 38:I went to DIFC to my old team talking to them about the tasks that I worked on during my seven weeks in the main branch such as updating passports of UAE national details, inserting information of A National Employment Contract and provide the employees with the Labour Card and ask them to photo copy the card and sign it to make sure that they receive it, writing Business Emails to universities in Saudi Arabia, designing chart of Standard Chartered Bank in Power Point, make phone calls to make sure of customer information details then, I went to Bassam and send to him the Survey of Al Massaar Program that I forgot to give him in my first two week of work placement and I take an appointment with him for next week to get feedback on my work. Next, I take also an appointment from Tala to make an interview with her face to face and she approved that meeting to be tomorrow because she came just now from her vacation so she had lots of work.
Day 39:I went to DIFC to make an interview with Tala Shrim and attended before the interview time within fifteen minutes. So I reached to Tala’s office at 4:15 and I met with her.
Tala Shrim who is Programme Manager of Learning and Talent Development, usually no one reports to Tala and she reports to their line manager Sacha Fitch. Human Resources of Standard Chartered Bank had an organizational chart and has six number of employees with tala who included in her team of Learning & Talent Development department starts with Brad Dorohoy (Head, Learning &Talent Development, West) who looks to Joseph Aabous Rous (GM, CB Academy), Second with Sacha Fitch (Head, Learning & Talent Development, Middle East), First and second Kristinelly Manuel (Officer Learning & Talent Development), then Sacha is Head of Tala (Programme Manager Learning & Talent Development), Bassam Barakat (Senior Mnager, Learning & Development Consumer Banking, Middle East and Nida Humayun (Learning & Development Manager Wholesale Banking, Middle East). Tala’s Position need its employees to have Management skills and have experience on learning & Development and the best things in her position is that getting to meet a lot of people internally and externally, having a chance to be creative and your way in solving problems which is the most challenging thing. As Sacha helped her to face these challenges and solve problems and Bassam who is her mentor and who is responsible to look after and check on her performance and complete her tasks. Tala consider that there is difference between the level of formality used for internal and external communications such as in using email and responding at phone calls and it is very important to be accuracy in writing emails and internal memos for misunderstanding. Every one checks important documents not one person because it depends on who’s responsible for more experience person in each case, it is very important to be proficient in Arabic/English. Tala had to learn professional Business Writing Email skills and Presentation skills which she didn’t have and do most employers expect IT Skills such as Microsoft Office, Power Point, and Microsoft Excel which is not very higher level. In addition, there is IT training is provided Microsoft Office advanced level by the mentor’s Standard Chartered Bank. Tala Suggest for whom enter a new company or new job should care more about team personal life to be open with them, ask questions, thank the team for their support, always say we do” instead of I do” because that help to be part of the team. Her advice was to me to get some biscuit in the morning and distribute it to the team and keeps smiling. In SCB a lot of contact with nationals there is good pressure put on employees to keep learning like for example Sacha stressed Tala in making the presentation about her part to show her team that she had ability to make her work much better and if you really want to learn then you can get encourage from your line manager by matching their learning with your work objective and the additional training and courses she plan to do is that to gain presentation skills, train the trainer, negotiation skills. It is interesting to note that Tala learn also from books such as (Now Discober Your Strengths) book by Marcus Buckingham. When she just begin her career she made career plan because that motivate her to work on her work plan and to engage more to her future career and she face changes in her plan while restructures of the team with more roles and more responsibilities. She is still not sure about the career plan for the next 10 years and she still didn’t figure out and she was like yes sure there is advantage to make a career plan to know what to do and be motivated/ engaged to the work. Most internal companies they do help employees to make career plan to provide them to know what to do and motivate them to work. Usually the boss of Human Resources helped making a plan and assists her. Tala suggests if I make a career plan to tell people at work about it because they will help and it is a team concept to reach your career goal. Standard Chartered Bank helps to do best opportunity to improve their performance and try to engage and involve them to the team in order to live its values (Courageous, Responsive, International, Creative, Trustworthy).
I had brief information about Tala’s job in the team in particular and in the Bank as general so her focus is on soft skills as in Professional Development Programme However, Bassam work as Consumer Banking which both focuces on Managers and Bassam Deliver courses or training for the manager to do well as HR manager person. On the other hand Nida is working with them as well as wholesale Banking. Back to Tala’s work process as she said she do the Calender and IG International Graduator, tala sends invitation to all managers in the bank and the grades starts from 10 to 1 from high to low skill after that she receives the list of managers who want to enjoy the training session and she send it to Chinnai country which will record the names of managers who want to participate so that tala knows who attended and who’s not. Moreover she arranges timing for the training classes and then Bassam do his work by training them and the expenses of equipment and refreshments comes from each ones department from different departments which might be from Finance, HR, etc. when international Graduator who have graduated from any degree like Bachlor and applied to work in the bank tala will test him so that know his grade or level and after the test she will research in the system which department need employer with this skills and after deciding in which department will put him then they start with him 4 rotations so for Wholesale Banking Graduates, the programme consists of 4 standard rotations: Rotation 1 – wholesale banking operations,
· Cash
· Trade
· Securities services
· Global markets operations
Rotation 2 -risk and control,
· Credit risk control
· Credit risk
· Market risk (graduates must have a degree in finance, physics, economics, sciences, maths, computing to take on a placement in market risk)
· Group legal and compliance
· Country legal and compliance
· Wholesale banking legal
· GSAM
Rotation 3 & 4 –financial markets and organization and clients coverage or transaction Banking
So the Rotation manager will rotate him on the specific departments like in rotation 1 he will be rotated on just cash and trade, in rotation 2 on specific that need to be have rotated so the line manager send orders to his team to rotate him on specific parts that she chose and let the rotation manager to have responsibility to rotate the graduator. The line manager will look after the graduator and evaluated him on P3 performance, pay, Potential and that will be three times in the year (first, middle, last) for two years and then she will send him to the business and after that become future Leader.
P3 Cycle: highlighted the performance, potential, pay/ Jan-Feb (objective setting) agree new objectives and create ILDP Next, may be in May meet with your line manager to discuss development then, in Jun-Jul interim P3 (performance rating, values rating, talent classification) and may be in October transparency (clearness) conversation and Update ILDP (Individual Learning Development Plan). In the end Dec-Jan (Final P3) final P3 review and year end rating. Conversation with manager (70/20/10 development) 70%: learn on the job or career and ask experts in your work and get feedback and get involved, 20%: learn from other people example, observe from other people asking them can I help you put this in your presentation for particular topic he will do and ask colleague to give you feedback, 10%: formal learning (legal book, online, workshops) 70%&20% you get from the tasks that you do but 10% you get from formal resources and courses or workshops. Also when you are doing any projects with lots of work and tasks then these all will go into your ILDP.
Day 40:
I went to the main branch and I made an interview with Ruqaya (Branch Manager) then, I went to HR department to Amal’s team and she gave me envelop to give it to my mentor. Ruqaya is Branch Manager of Dubai main branch who is head of Cluster, actually the Buty Business Manager has (Personal Financial Consultant and Service emptiest) and (Operation Manager has tellers and Back Office Support) and they report to her. The sort of qualifications do her position need is that Strong knowledge on Business, Market, Finance, Balance Sheet, Operation and overall Business Management and the other sorts of skills are required is that Leadership, Time Management, Communication Skills and Computer Skills. Moreover, the best things about working in this position is that no routine you can get different experience and knowledge while moving from place to place, dealing with different kind of people (international), required international market and the most challenging things about working in this position is that Managing different people with different packages and achieving the given Target with current Market situation. Standard Chartered Bank has about fourteen departments such as IT, SME (Small, Medium, Entat), Corporate (big company), Provity Centre (balance), Private Bank (Sheikhs), HR, Training Centre, Product, Markets, Customer Care, Consumer Bank (have lots of branches), Corporate Affair, Financial, Employee Banking. She got support from her Family (parents and sisters) and from the work like supervisor and manager. From her view she noted that the level of formality used for internal and external communications is the same like written and face to face (interview) and the importance of being accurate in emails and internal memos is very important due Data confidentiality. She checks important documents for accuracy and appropicay and usually she had direct reports daily, weekly, and monthly by checking and reviewing. English is very important since they use English language in the work and there were skills that she didn’t have that should have to learn is that ongoing growth which is learning path and every day you learn something different. The most employers expect basic computer skills such as (Power Point, Excel, Word...) particularly, the Office software package is most commonly used in the company and she didn’t have to learn IT skills because the position just needs the basic skills and there is IT training is provided for new joiners/beginning and that training designed from Training Center, Branch Manager and Direct Supervisor. She advised to reduce the isolation when you enter a new company we should improve communication language and presentation skills. In the Standard Chartered Bank there has a lot of contact with nationals and the concept of the company says 70 % you learn on Job/practices, 20% Observations, 10% Classes and trainings and the Individual Learning Development Plan is as evaluation to those percent which is like a pressure is put on employees to keep learning and we can get very much supportive if you really want to learn by asking them (line manager) and get external trainings. As Ruqaya planning to have an additional training and courses on financial Refreshment (to get to be learned on Balance Sheet) and she read books like eternal guides from the work which was helpful for her position and when she just begin he career she didn’t make any career plan till she completed one year and she is having career plan for the next 10 years. Her view that she noticed there is an advantage to make a career plan when interning a new company and there is most companies’ help employees make a career plan and if you need help making a career plan the training center and the supervisor can do it for you. From her perspective She suggest to not tell people your career plan at work because as she said no need to tell you have to create your plan then, work for it but you share your good practices. Standard Chartered Bank do many activities to make work experience better via emotion (volunteering such as clean beaches), outing (celebrate for National Day), Team Building Activity (invite to Barbeque)
