為保持員工對手上事物的新鮮度，職務輪調也是HSBC人力策略中的重點，或許在過程中能夠找到一個人身上更寶貴的特質、學習新技能，影響未來職務發展。「透過明確的績效考核系統，我們能夠評估員工在職務上與職務輪調的過程中適得其所。」Teresa並表示要改變台灣的工作環境，必須從清楚的JD (Job description)做起，因此，HSBC的每個員工都能夠清楚理解自己的職務是甚麼，每個前來面試的人都知道自己進到什麼地方。
HSBC, one of the biggest banking corporates in the world, has more than 3900 offices all over the globe. Their business not only includes retail banking, but also financial management, capital market, private banking and so on. Our guest speaker, Teresa Tong, who came into the room with a warm smile on her face, is the vice-president of Human Capital and Organizational Development Department in HSBC Taiwan.
"I guess your impression to HSBC is just a big company, and the people working in it are only little screws which can be replaced anytime." She said. As a matter of fact, the turnover rate of the company is the lowest in the private banking industry in Taiwan. Other than the strategies applied when selecting and hiring people, HSBC maintains good employee relation, department relations, and external relations to create a high level of social satisfaction. HSBC also respects the differences among units, which is hard to be seen on Taiwanese working culture.
"We acknowledge that people have different needs, and working is just a part of it." A big part of the strategies in HSBC is "care", for example, the care to the LGBT community. From hiring them to holding weddings for the LGBT employees (during the days when same-sex marriage is yet legalized in Taiwan), the company made its employees shed tears of joy. With care, the employees at HSBC more than the parts working in a big machine, they're polished, taken care of and ready to shine.
To maintain the sense of freshness at work, job rotation is also focused by HSBC. Through job rotation, it is possible that we find something valuable in someone's characteristics, develop new skills and see a clearer career path for our employees. "With an on-spot performance management system, we can make sure that the employees find the right places of job rotation." Teresa then described how having clear Job Descriptions can change the working culture in Taiwan. "Our people know what their jobs are. And the people walking through the doors to interview with us know what they're getting into."
"If we think from the employees' aspects, the corporate would be entirely different." Many of the human-capital strategies in HSBC are well-considered to create a fine balance between the company itself and the employees. "Only by doing so, human can therefore be capital and resources, which is the true meaning of Human Capital." Teresa said.