1. CASE STUDY 1
OCBC Bank Case Study
Sharon Stevens
OMM618: Human Resources Management
Dr. Maja Zelihic

2. CASE STUDY 2
The OCBC Bank group of businesses comprises a family of companies owned by Singapore’s
longest-established local bank. OCBC Bank is the longest established Singapore bank, formed
in 1932 from the merger of three local banks, the oldest of which was founded in 1912. Since the
time of its founders, they have always understood the financial needs of our customers and
developed financial solutions that meet their needs (OCBC Group, 2015).
Management and Development
OCBC’s unique approach to talent management and development is to line up their
employees business goals with the way an employee learn. This is how OCBC helps their
employee to succeed in building a career with company. OCBC works closely with its employee
to take charge of their own career through a program that the company has “Career Best” that
was started in 2002. Through the program employee and managers are able to evaluate the
employee’s strength and their career goal and through this employer is able to find what would
be a fit for the employee’s talents and the company needs. OCBC offers a structured
development program that takes three years, it provides management a roadmap for each
employee during their first 3 years of service. Through this program employees are able to
improve their skills while on the job and they are encourage to pursue opportunities throughout
OCBC Group.
Compare the Talent
The approach that OCBC takes is somewhat like G4S, when it comes to development of its
employees management is encourage to always try and look for someone who you feel that is
capable of taken your place if your were to move on from your position. By mentoring the

3. CASE STUDY 3
employee you wish to take your place you are sure to not have a break in service. The company
offers 3 weeks of paid training and each year there will be refresher training, staff development
is a big key to G4S training and cross training is what keeps the company moving forward. Each
year staff is given a Performance Evaluation Plan which is used to evaluate employee’s progress
in the company or areas that they need to work on.
OCBC’s approach to talent management and employee development been a primary
contributing factor to the firm’s success. OCBC has rolled out initiatives that is credited to HR
which have strengthened internal communications, identified and cultivated promising leaders
and promoted work-life balance (Yahya, 2013). As well as success programs such as Future
Leaders Program, and another initiative the Executive Development Program.
OCBC approach fits many other organizations because they not only take care of their
customers they take care of their employee. Their approach to monitoring new employees for
the first three years ensures that the staff will stay. When a company fosters it employee it gives
them a reason to want to stay and work towards a place in the organization. When it comes to
limitation I really don’t see there being a limitation, I like the idea that of evaluation and
mentoring approach is the right approach.

4. CASE STUDY 4
Works Cited
OCBC Group. (2015). Overview. Retrieved from OCBC: http://www.ocbc.com/group/who-we-
are/Group-Business.html
Pandey, S. S. (2012, October 12). Putting the 'person' in personnel. Retrieved from Hrmasia:
http://www.hrmasia.com/content/putting-person-personnel
Yahya, Y. (2013, June 13). OCBC Staff Stay Longer Thanks To HR Initiatives. Retrieved from St
Jobs: http://www.stjobs.sg/career-resources/training-and-development/ocbc-staff-stay-
longer-thanks-to-hr-initiatives/a/121552
OMM618: Human Resources Management
OMM618: Human Resources Management
OMM618: Human Resources Management
OMM618: Human Resources Management
OMM618: Human Resources Management