Motivating through Total Reward
A Royal Bank of Scotland case study

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Page 2: Roles and performance management at RBS

For RBS to offer world-class financial services, it is vital that it attracts the most talented people. These are the business leaders of the future. At a time when there is fierce competition for talented people, RBS positions itself as a world-class employer, with world-class employment opportunities, not just in the UK, but across the globe - in China, Hong Kong, Singapore, Japan and Australia as well as Europe and the USA. With different labour market conditions in each location, RBS recruitment is based on merit, from the widest pool of talent available.

Roles at RBS

Due to its scale and diverse range of businesses, RBS has lots of different career opportunities to offer. These include bankers, traders, sales, customer service, investment analysts, and business advisors. There are also business support roles such as IT, marketing, human resources, finance, and legal. Careers can start directly after leaving school on an apprenticeship programme or from university on a graduate development programme.

Performance management

At RBS almost every role can be described in terms of specific job targets. This method of performance management allows managers to measure each individual's performance in a specific way and reward them accordingly. RBS employees will agree job objectives and targets with their line manager at the beginning of the year. Their performance is then measured and reported on during the year. At the end of the year they will have a performance review. Payments for results are an effective motivator for high performance.

Some jobs are paid according to the achievement of targeted results. This means that a bonus is paid if the employee achieves agreed targets for the job. For example, a corporate banker has responsibility for gaining a certain number of new business customers each year. If the target is achieved or exceeded she/he will get a bonus payment. Particularly challenging or difficult to achieve targets are known as 'stretch targets' and the reward for achieving these will be greater.

Royal Bank of Scotland | Motivating through Total Reward