PREPARED BY

WAN NOORMAZIDAH BINTI WAN YACOB

KHAIRUNNISSA BINTI MAHEMUD AFZAL
NURLIDAINI BINTI JAAFAR

Current HRM programs in CIMB to enhance

the quality of human capital within ASEAN in
banking industry
1. Optimisation of centralised-regional
internet recruitment and real time
application forms
2. The complete banker programs
3. CIMB Group Virtual Career fair
4. Integrated internship program for fresh
graduates

Established in-house learning and development of

integrated human resources architecture system to
provide and equip their employees with the relevant
skillsets as they progress in their careers though CIMB
groups
1) Internet Recruiting
CIMB.COM integrated website as a regional platform of
recruitment
- Optimization internet and online recruiting
- Different from other company: CIMB established one
regional centralised website within 5 countries in ASEAN
Process of CIMB Group internet recruiting
- Application sent, app.form and doc is kept by the
centralised database system CIMB.COM platform

- app forwarded to each CIMB branch where the

job seekers apply for
- Reviewing by HR department
- Branch need to inform applicants about the
status via personal email
- Accepted applicants will be informed further
process about their interview whether it will be
conducted in each country branch of CIMB
2) CIMB Group Virtual Career Fair
- CIMB provides platform of CIMB Group Virtual
Career Fair that exhibits various business and
careers
- Available to job seekers within 24 hours a day,
7 days a week and the job seekers can
participate from the comfort and convenience
of their home and office

3) Advertising
Online advertising through related job searching site eg:
jobfair.com, jobstreet.com)
4) Walk-ins
Weekly walk ins in CIMB Group Headquarters
- Known as unsolicited job seekers
- Most common walking ins searching kick-starting levels
positions (low position vacancies)
- If suitable, applicants promoted to temporary and
permanent employees with the legal contract
- If no vacancies form kept in an active file for 6 months
5) Campus Project Recruitment
Direct hire for fresh graduates and internship program
- Directly apply to job position usually kick-start level
- Internship program (2-6 months)

-accepted intern selected by CIMB Group to the random or

selected departments based on companys discretion
- the prospective and distinctive graduates of CIMB
Internship Program will be given a beneficial merit and
promoted to pursue their careers after graduating from
their universities in CIMB Group by following The
Complete Banker Program (TCB)
6) TBC
- TBC is the main trademark and the best external
recruitment method of hr department product of CIMB
Group for the fresh graduates of undergraduate and post
graduate level
- TBC objective: to cultivate young achievers with the
potential to excel in the ASEAN banking sector to
contribute for the ASEAN Economic Community (AEC)
2020

- TCB program 12 months

- TCB activities:- Orientation (meet and network with business leaders and
learn about high performance work-culture)
- Dual TCB program consist of foundation building which is an
intensive 2 month classroom training of universal banking
and leadership by CIMBs Commerce Leadership Institute
(CLI)
- Business appreciation in actions (10 months rotations across
different business units within CIMB Group (eg: investment
banking, commercial banking and treasury & private)
- At the end of the 1st year after finishing all the TCB programs
set the graduates of TCB program will undergo advance
performance assessment to set further guideposts for the
next career path of TCB graduated within the sets of
overseas exposure and groomed toward a managerial
position

7) Coordinating with campus organization CIMB

Apprenticeship Program
- Designed for those aspiring to specialise in
Consumer Banking
- Develop specialist areas of sales, credit
processing, banking operations and debt
recovery
- CIMB UM apprentice is firstly established in UM
- Program provide such kind of perspective
platform of start-up entrepreneurship for
students and banking facilitation of learning
instrument for the UMs students

Employers who wish to develop a diverse

workforce must ensure the use of recruiting
methods that generate applications from a
variety of individuals. It is important that
recruiters receive training in the use of objective
standards because recruiters are in a unique
position in terms of encouraging or discouraging
diverse individuals to apply for positions.
Recruitment flyers can include pictures of
minority and disabled employees, advertisements
can be bilingual, and interviews can be
conducted using translators, if appropriate. It is
important that the employer generate credibility
to the image of equal employment opportunity
and that these are not just words printed at the
end of a recruitment announcement

Questionable items are those that request

information on gender, race, national origin,
education dates and disabilities. The most
commonly found inappropriate questions involve
past salary levels, age, drivers license
information, citizenship information and Social
Security numbers. Questions about past salary are
considered inadvisable since they can perpetuate
lower salaries for women and minorities
Selection tests are used to identify applicant skills
that cannot be determined in an interview
process. Using a variety of testing methods,
applicants are rated on aptitude, personality,
abilities, honesty and motivation. Properly
designed selection tests are standardized, reliable
and valid in predicting an applicants success on
the job

Peer interviews if your managers are having difficulty selling

top candidates, you get a significantly higher acceptance rate if
candidates are interviewed primarily by the individuals they will
work directly with. Because peers know the job, they can be
more convincing and at the same time, more believable than
hiring managers
Online contests competitions are a great way to identify top
performers and innovators. A compelling online contest
covering a real problem can attract and allow you to effectively
assess the very best from around the world
Open House Strategy-inviting all eligible applicants to an open
group event The Open House strategy also enables you to see
how people interact in groups
Looking for great people in unexpected places- Too many
companies focus on industry experience when they recruit... We
can teach people about finance. We can't teach passion, urgency
and a willingness to go the extra mile

INCREASE INTERNAL RECRUITMENT

Builds employees loyalty
Existing employees already accustomed to the current
environment

Reduces turnover rate

Less risky in terms of behavior
Limits the talent pool
- Can be solved by the right training and a balance of
external recruitment.

PROVIDE SUPPORT FOR EXISTING EMPLOYEES

Counseling and training to improve employee morale

Engage and adapt to new culture and changes
Voluntary Separation Scheme, career transition support, benefits
packages - smooth transition for employees
Effects are short-lived - employees will want career growth

USE INTERNAL RECRUITMENT TOOLS

Establish effective channels of communication:
Use multiple channels to reach employees
CIMBs intranet, emails, staff notice boards, magazines or newsletters
and more
Skills Inventory Database Program
Employees skills, experience and attributes
More Internal Recruitment tools:
Manager/supervisor recommendation
Must avoid claims of favoritism or unfair reason
Human Resource Planning
Succession Planning
Forecast Potential Turnover
Determine who has skills to move up the ladder

Replacement Chart
Identify potential replacements

TRAIN AND DEVELOP INTERNAL CANDIDATES

Fill gaps between CIMB's performance goals and employee skills

Combination of training methods
Tuition reimbursement, mentorships with senior managers
Cross-training in house
Professional Development Programs

RECRUITMENT SOURCE EVALUATIONS

Cost per hire

Yield Ratio
Success rates of each source

URGENT

MARKETING MANAGER
(VACANCY)

CANDIDATE A

CANDIDATE B

NORMAL

CANDIDATE C

Look at the vacancy

Use the internal employees to make sure that their commitment

The management can choose the

best candidate based on
performance, behavior, commitment,
accuracy time, responsible, able to develop ideas
and so on.
The management about advertise the vacancy in
the organization only taking the term of candidate
based on the employee's performance report. The
management will be able to choose the
best employees to hold the post

The management team selects the three best candidates

The management can tell all candidates to prepare for

the interview sessions was the Marketing Manager.
To ensure that the management to make the right choice, the
management can ask all candidates to prepare a proposal for the
inclusion during interview.
Examples of proposals was for the planning or changes can be
made if the candidate held the position of MarketingManager.

Examples of proposals was for the planning or

changes can be made if the candidate held the position
of Marketing Manager.
The presentation of the management will be able
to assess candidates with the potential to develop and
expand the bank management.
Then , a second interview session was carried out
to test the confidence of the candidate. The
management can make the selection based on
the presentation and interview was done.

They can get the good employees from the

other bank which are have experience in banking
from other bank to make sure that they can make
some improvement.
They can compare the Strength, Weakness,
Opportunities and Threat (SWOT ANALYSIS).

At the same time, CIMB bank can reduce the

cost such as training and time.

In addition, the CIMB Bank need to make improvements in job

application using the online system.
For example, the bank provides questions
concerning positions before the applicant can enter the page
"web job application." If the applicant successfully
answered questions through online, then the applicant can
make an application for that position. But if the applicant is
not able to answer the questions then the applicant can not enter
the web job application. The applicant calculated failed
to meet criteria-criteria that the bank want.
This rule is to ensure that the bank can
find appropriate candidates based on the advertised positions.