S/No HR Practice S/No

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2
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1 Talent Acquisition & Onboarding
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2
3
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7 Learning & Development 2

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3 Performance Management 2
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8 Succession Planning & Career Development 2
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4 2
3
Compensation & Benefits, Payroll Administration
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5 2
3
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6 HR Services & Employee Relations, Labour Unions 2
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9 HR Technology & Analytics 2
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10 2
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 Questions
How does your bank anticipate future staffing needs?
In what ways are workforce plans connected to the overall business strategy?
What methods are used to monitor the accuracy of workforce forecasts?
How do you attract and select candidates for key positions?
What steps ensure new hires integrate effectively and reach productivity?
How do you evaluate whether your recruitment and onboarding approaches are successful?
How do you identify and prioritize training needs?
What methods or platforms are used to deliver training?
How do you measure whether training translates into improved performance or career growth?
How often are employee performance goals reviewed and updated?
How are individual goals aligned with organizational priorities?
What role does feedback play in improving performance between review cycles?
How are potential successors for critical roles identified?
How often do you update or review succession pipelines?
What approaches are used to prepare identified successors for readiness?
How does your bank decide on pay levels and benefit packages?
In what ways is employee performance reflected in compensation decisions?
How do you ensure fairness and competitiveness of rewards across the workforce?
How is payroll processed and managed in your bank?
What checks exist to ensure payroll accuracy and compliance?
How do employees access their pay information or resolve payroll-related issues?
How do employees typically get HR-related support (policy, query, grievance)?
How do you track the efficiency and quality of HR service delivery?
What mechanisms ensure consistent HR support across branches/units?
What HR systems or platforms do you currently use to manage people data?
How is HR data analyzed and used in decision-making?
What level of employee self-service is available through HR technology?
What processes are in place when employees exit the organization?
How is knowledge transfer handled when critical staff leave?
How do you capture and act on feedback from departing employees?
Workforce Planning

1. How does your bank anticipate future staffing needs?

Banks typically anticipate staffing needs by combining strategic workforce planning with data-driven forecasting methods

Demand Forecasting: Using business growth projections, customer service models, and technology adoption trends to es

Scenario Planning: Running different business scenarios such as digital transformation, regulatory change, new product l

Skills Gap Analysis: Assessing current workforce skills against future capabilities needed in areas like digital banking, cyb

External Market Intelligence: Benchmarking against competitor banks and industry trends to anticipate shifts in talent d

2. In what ways are workforce plans connected to the overall business strategy?

Workforce planning is integrated with business strategy by ensuring talent supply aligns with organizational priorities.

Strategic Alignment: Workforce plans are tied to goals such as digitalization, branch transformation, and customer exper

Talent as a Strategic Enabler: Banks treat people as a key driver of performance, plans like reskilling and redeployment t

Risk Management: Workforce planning mitigates operational risks by ensuring critical roles (risk management, complian

Financial Integration: Staffing plans are built into budget cycles, linking headcount, productivity and cost optimization wi

3. What methods are used to monitor the accuracy of workforce forecasts?

Banks track forecast accuracy using both quantitative metrics and continuous review processes:

Forecast versus Actual Analysis: Comparing projected headcount and skill needs with actual staffing outcomes

KPIs and Metrics: Monitoring attrition rates, vacancy fill time, internal mobility rates and cost per hire to validate forecas

Regular Review Cycles: Quarterly or semi annual reviews allow recalibration (restandardization) of workforce plans as bu

AI and Analytics: Increasingly, banks use predictive analytics and HR tech platforms to improve forecast precision and re

Talent Acquisition & Onboarding

1. How do you attract and select candidates for key positions?

Banks attract and select candidates by combining employer branding, targeted sourcing, and rigorous assessment metho

Employer Value Proposition (EVP): Communicating a strong EVP that emphasizes career growth, purpose and digital tran

Multi Channel Sourcing: Leveraging LinkedIn, industry specific job boards, university partnerships and employee referral

Diversity and Inclusion: Proactively targeting diverse talent pools to align with ESG and regulatory expectations
 Selection Methods: Using structured interviews, competency based assessments, psychometric testing and case studies

2. What steps ensure new hires integrate effectively and reach productivity?

Effective onboarding goes beyond orientation and focuses on cultural integration, learning and support.

Pre-Onboarding Engagement: Providing new hires with role expectations, resources and welcome communications befo

Structured Onboarding Programs: Role specific training, compliance modules and digital learning paths accelerate produ

Friends Mentor Systems: Pairing new hires with experienced employees for cultural integration and knowledge transfer

30-60-90 Day Plans: Setting clear performance milestones to track early contributions and align expectations

Technology Support: Using HRIS and onboarding portals for seamless access to policies, training and self service tools.

3. How do you evaluate whether your recruitment and onboarding approaches are successful?

Banks measure effectiveness with a mix of HR metrics, business outcomes, and employee feedback:

Recruitment Metrics:

Time-to-hire

Quality of hire (performance rating of new hires after 6 to 12 months)

Cost-per-hire

Candidate experience scores

Onboarding Metrics:

Time-to-productivity (how quickly new hires reach expected performance)

Retention rates of new hires (first 6 to 12 months)

New hire engagement survey results

Continuous Feedback Loops: Gathering input from hiring managers, recruiters and employees to refine processes

Business Alignment: Assessing whether new hires contribute to strategic priorities such as digital banking, compliance an

Performance Management

1. How often are employee performance goals reviewed and updated?

Continuous and Agile Goal Setting: Leading banks are moving away from annual only reviews and shifting toward quarte

Mid-Year and End-Year Reviews: Formal reviews often remain biannual but supported by ongoing checkins with manag
 Adaptive Goals: In volatile business environments (digital transformation, regulatory changes), banks revise goals as prio

2. How are individual goals aligned with organizational priorities?

Cascading Goals: Organizational strategy (expanding digital banking, enhancing risk compliance, improving customer sati

Balanced Scorecards and OKRs: Many banks use Objectives and Key Results (OKRs) or balanced scorecard methods to e

Joint Goal Setting: Employees and managers co-create goals which enhances commitment and ensures clarity on how in

Cross Functional Priorities: For strategic initiatives like AI adoption or customer experience, banks assign shared goals ac

3. What role does feedback play in improving performance between review cycles?

Real Time Feedback: Regular feedback helps employees course correct early rather than waiting for formal review cycle

Coaching Culture: Managers are encouraged to act as coaches providing developmental guidance that supports long term

360 Degree Feedback: Many banks use multi-rater feedback (peers, subordinates, managers) to provide a holistic view o

Technology Support: Digital platforms (HRIS and performance management software) enable continuous feedback loop

Engagement and Retention: Research shows employees who receive regular feedback are significantly more engaged an

Compensation and Benefits

1. How does your bank decide on pay levels and benefit packages?

Market Benchmarking: Banks typically rely on compensation surveys and benchmarking studies to compare against com

Job Evaluation and Grading: Pay levels are determined through structured job evaluation systems (Hay Method, point fa

Strategic Alignment: Compensation is linked to business strategy (higher investment in digital and risk/compliance roles

Total Rewards Philosophy: Benefits (healthcare, retirement, flexible work, learning allowances, etc) are designed to com

2. In what ways is employee performance reflected in compensation decisions?

Performance Based Pay: Banks often use variable pay components (bonuses, incentives, profit sharing) tied to both indi

Merit Increases: Strong performers receive higher annual pay increments compared to average or low performers

Differentiation: Performance ratings directly influence short term incentives (bonuses) and sometimes long term incenti

Balanced Scorecards: Compensation decisions often consider multiple dimensions (financial results, customer satisfactio

3. How do you ensure fairness and competitiveness of rewards across the workforce?
 Internal Equity: Regular pay equity audits identify and correct disparities across gender, age and job families

External Competitiveness: Participation in annual salary surveys ensures the bank remains competitive with market pay

Transparency & Governance: Clear reward policies and communication prevent perceptions of favoritism, while governa

Total Rewards Communication: Employees are provided with total rewards statements showing the full value of their co

Data-Driven Analytics: Increasingly, AI and analytics are used to monitor pay gaps, benchmark benefits and optimize rew

Payroll Administration

1. How is payroll processed and managed in your bank?

Centralized Payroll Systems: Most banks operate a centralized payroll function often integrated with ERP or HRIS platfo

Automation: Payroll is increasingly automated through cloud based solutions, reducing manual errors and ensuring time

Integration with HR and Finance: Payroll data links with HR (time, attendance, benefits) and Finance (general ledger, tax

Outsourcing in Some Areas: For tax filing, social security or pension contributions, some banks outsource parts of payrol

2. What checks exist to ensure payroll accuracy and compliance?

Dual Controls and Segregation of Duties: Payroll approvals follow a maker checker system where one staff prepares and

Reconciliations: Regular reconciliation of payroll data with HR records, tax filings and financial accounts ensures consiste

Compliance Monitoring: Payroll is aligned with labor laws, tax regulations and collective bargaining agreements

Internal Audits: Periodic audits verify calculations, statutory deductions and benefit payments to prevent fraud or errors

Error and Exception Reporting: Automated systems flag discrepancies (duplicate payments, unusual overtime) for review

3. How do employees access their pay information or resolve payroll related issues?

Self Service Portals: Employees can securely access digital payslips, tax forms and benefit details via HRIS portals or mo

Payroll Helpdesk or HR Service Center: Dedicated payroll support channels (email, phone, chatbot) address queries and

Escalation Protocols: Clear escalation paths exist if payroll disputes are not resolved at first level often involving HR busin

Transparency and Communication: Banks increasingly provide total rewards statements helping employees understand

HR Services, Employee Relations and Labour Unions

1. How do employees get HR related support (policy, query, grievance)?

HR Service Centers or Shared Services: Many banks operate a central HR helpdesk (phone, email, ticketing system) that
 Self Service Platforms: Employees access HR policies, FAQs and workflows via HRIS portals or mobile apps, reducing dep

Line Managers as First Contact: Managers are often trained to handle day to day HR questions with escalation to HR for

Grievance Handling: Formal grievance channels (ombudsman, ethics hotline, grievance committees) provide confidentia

2. How do you track the efficiency and quality of HR service delivery?

HR Service KPIs: Key performance indicators include response time to employee queries, case resolution rate, first-conta

Employee Feedback Surveys: Regular surveys (e.g., pulse checks, annual engagement surveys) capture perceptions of HR

Case Management Systems: Banks use HR technology that tracks tickets, measures turnaround times, and identifies recu

Service-Level Agreements (SLAs): SLAs define expected response and resolution times for different HR services, allowing

3. What mechanisms ensure consistent HR support across work units?

Standardized Policies and Procedures: A central HR policy framework ensures all branches follow the same rules on recr

HR Shared Services Model: Many banks centralize transactional HR tasks (payroll, benefits, onboarding) to ensure unifor

Technology Integration: Unified HRIS platforms provide consistent access to data, workflows and self service options acr

HR Business Partners (HRBPs): While transactional tasks are centralized, HRBPs are embedded in business units to provi

Audits and Compliance Checks: Periodic HR audits and compliance reviews ensure that work unit level HR practices align

Learning and Development

1. How do you identify and prioritize training needs?

Skills Gap Analysis: Comparing current workforce skills against the future capabilities required (digital banking, cybersec

Performance Reviews: Training needs are flagged (identified) during performance appraisals, career discussions and 360

Strategic Alignment: Training priorities are tied to business strategy (for instance, compliance training for risk functions o

Employee Input: Pulse surveys and career development plans capture employee aspirations and learning needs

Regulatory Requirements: In banking, compliance, anti-money laundering (AML) and risk management training are man

2. What methods or platforms are used to deliver training?

Blended Learning: A mix of classroom workshops, e-learning and on the job training to suit different learning styles

Digital Learning Platforms (LMS): Banks use Learning Management Systems (Workday Learning, Cornerstone, Degreed) f

Microlearning and Mobile Apps: Short, bite-sized modules accessible via mobile improve retention and fit into employee
 Experiential Learning: Job rotations, stretch assignments and mentoring programs for leadership and specialist skill deve

AI Enabled Learning: Personalized learning recommendations using AI-driven platforms are increasingly adopted in prog

3. How do you measure whether training translates into improved performance or career growth?

Kirkpatrick’s Four Levels Model:

1. Reaction – Did employees find the training useful?

2. Learning – Did knowledge or skills improve (assessed through tests or quizzes)?

3. Behavior – Are employees applying new skills on the job?

4. Results – Is there measurable business impact (higher sales, reduced errors, faster service)?

Performance Metrics: Linking training completion to productivity KPIs (reduced error rates in transactions, improved cus

Career Progression Tracking: Monitoring promotions, internal mobility and retention rates among employees who comp

Manager Feedback: Supervisors provide structured feedback on behavioral changes and application of new skills

Learning Analytics: Advanced HR analytics dashboards track ROI of training investments over time.

Succession Planning and Career Development

1. How are potential successors for critical roles identified?

Critical Role Analysis: HR and senior leadership first identify roles that are strategically vital (CEO, CFO, Chief Risk Officer

Talent Reviews and 9 Box Grid: Successor candidates are identified through structured reviews assessing performance a

Leadership Assessments: Banks use psychometric tools, leadership simulations and competency assessments to evalua

Diversity Considerations: Succession pools deliberately include diverse candidates to strengthen inclusivity and resilienc

Data Driven Analytics: Increasingly, AI is used to analyze career trajectories, skill profiles and performance history to flag

2. How often do you update or review succession pipelines?

Annual Talent Reviews: Most banks conduct formal succession reviews annually to refresh the pipeline

Quarterly Check Ins: Some institutions do quarterly updates for mission critical roles to reflect turnover risks or organiza

Dynamic Updates: Pipelines are reviewed when strategic priorities shift (digital expansion, regulatory changes)

Board Level Oversight: In many banks, the Board or HR Committee receives updates at least once a year as part of gove

3. What approaches are used to prepare identified successors for readiness?

Mentoring and Coaching: Senior leaders mentor successors while external executive coaches provide targeted developm

Leadership Development Programs: Structured programs focusing on strategy, financial acumen and digital leadership a

Acting Roles or Interim Assignments: Successors may temporarily step into leadership roles during absences to test read

Learning Pathways: Personalized learning through digital platforms and simulations helps accelerate leadership compete

HR Technology and Analytics

1. What HR systems or platforms do you currently use to manage people data?

Human Resource Information Systems (HRIS): Banks commonly use platforms such as SAP SuccessFactors, Oracle HCM

Talent Management Systems: Specialized modules for recruitment, performance management, learning and succession

Payroll and Compliance Systems: Payroll is frequently managed via integrated HRIS modules or dedicated platforms ens

Data Security and Access Controls: Platforms are designed with strict security protocols to protect sensitive employee in

2. How is HR data analyzed and used in decision making?

Workforce Analytics: Banks analyze trends in headcount, attrition, time-to-hire, performance ratings and engagement s

Predictive Analytics: Advanced analytics predict future staffing needs, skill gaps and high potential employees supportin

Decision Support for Leadership: People data guides budgeting, succession planning, compensation adjustments and le

Performance Insights: Linking HR metrics with business outcomes (revenue per employee, customer satisfaction) ensure

3. What level of employee self service is available through HR technology?

Access to Personal Data: Employees can view and update personal information, payslips, tax forms and benefits enrollm

Leave and Attendance Management: Employees submit leave requests, track vacation balances and log time electronica

Learning and Career Development: Access to training modules, career paths and mentoring programs is increasingly off

Feedback and Surveys: Employees provide input on engagement, performance and workplace culture through integrate

Mobile Access: Many platforms allow self service via mobile apps, enabling flexibility for employees across branches and

Employee Separation/Offboarding and Retention

1. What processes are in place when employees exit the organization?

Exit Checklist: Standardized checklists ensure all activities are completed including return of company assets, deactivati

Notice Period Management: Banks manage transitions during notice periods to maintain operational continuity.

2. How is knowledge transfer handled when critical staff leave?

Handover Plans: Departing employees are required to document ongoing projects, processes and key contacts

Mentoring and Shadowing: Successors or colleagues shadow the departing employee to transfer tacit knowledge and o

Digital Knowledge Repositories: Critical documentation is stored in shared drives, intranet portals or knowledge manag

Cross Training Programs: Proactively cross training employees reduces dependency on any single individual and builds o

3. How do you capture and act on feedback from departing employees?

Exit Interviews or Surveys: Structured interviews or online surveys capture insights on work environment, management

Trend Analysis: HR analyzes exit data to identify recurring issues in engagement, culture or management practices.

Action Plans: Findings are shared with leadership and incorporated into retention strategies, policy improvements and

Confidentiality: Feedback is handled confidentially to encourage honesty and actionable insights.

Other Metrics such as EVP score, engagement index, Satisfaction index, Turnover rate
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