Training and Development

The Standard Bank of British South Africa, founded in 1863, and the Chartered
Bank of India, Australia, and China, founded in 1853, were combined to form
Standard Chartered Bank, an international financial services company with over
1,700 branches and outlets in more than 70 countries. This merger took place in
1969. London, UK, is home to its headquarters. It aims to improve leadership
capacity by 2011. Since it is a global retail and business bank, it employs
approximately 75,000 people from 125 different nationalities. Additionally,
emerging markets in Asia, Africa, and the Middle East account for 90% of the
bank's profits. As a result, the bank is dealing with difficulties in hiring due to
global human resources management.

The success of our business in the future depends on development. Only through
growing our population will our bank's presentation continue to advance. To put
our people together is to move forward from our perspective. We are aware that
you are pushed to achieve success, perform at a high level at work, and make as
many improvements as you can.

As with Standard Chartered, training serves as a conduit between the employee

and the Bank. The Bank offers a framework under which the employee can
categorize their guidance and development requirements. Through Standard
Chartered, such training offers a dependable standard of management education.
Additionally, it enables the staff to follow their rigorous improvement
requirements by enrolling in all programs or studying for specific modules.

The Initial Two Years:

During the first two years of training, the employee might anticipate engaging in a
mix of mandatory and optional activities, such as:

The process of introducing a new employee to the bank, their specific

department, and their line of work is known as induction
instruction in a particular product or in technical abilities.

work-based assignments in the relevant industry or function, such as working a

set number of hours in a specific department.

Cross-functional attachments involve a brief stint in a different administrative or

support role.

Within the first two years of employment, all management trainees at the Bank
participate in development programs. Within this general framework, each firm
and role would determine the proper development needs for each employee.

Long Term Training:

After two years, training and development continue. Following this first training,
the workers must choose between internal growth programs, business-related
coursework, and professional certifications. The bank also provides the option for
skill development through externally accredited courses. These were created in
collaboration with prestigious business institutions and universities, including
postgraduate, MBA programs.

Accreditation Internal
External Schools Executive Development

MBA Diploma in Management

Certificate in Management Foundation Course

i. Orientation:
Every employee who joins Standard Chartered Bank must undergo a 2-day
comprehensive orientation to learn about the bank and its operations. This
orientation program offers a great opportunity to network with seniors and
coworkers and strengthen the team.

ii. Product Training:

Cash product training, operational training, and other services are provided by
the product training. to assist the relevant staff in becoming more familiar with
the goods that the Bank is offering.

iii. Skill Training:

To help staff members improve their skills in specific areas, the bank offers a
variety of skill-related training programs, such as credit workshops, sales &
negotiating skills, project management, etc.

iv. On-job Training:

Through on-the-job training, staff employees are continuously assimilated into
the learning process. As a result, there are numerous options for on-the-job
training and job rotation.

v. Self-learning:
The bank provides books and CDs to employees so they can read up on credit,
trade, and other topics. Employees select when to take the Trade Skill Assessment
(TSA) and Credit Skill Assessment. (CSA).
vi. Management Development Training:
The personnel in this training program receive strategic perspectives, business
goal management abilities, people management, networking, and customer focus
skills to help them understand and handle their tasks more effectively.

vii. Specific Competency Training:

Specific Competence Training is designed to make sure that the staff members
succeed at the particular tactics, leadership styles, and product knowledge
required for the exacting position.

viii. Learning and Development:

Standard Chartered understands how important it is to have the best employees
who are qualified to perform their jobs to the highest standards. They traveled to
seek for possibilities for personal growth as outstanding professionals.