Performance management system of Citibank N.A Bangladesh

Abstract

Citibank N.A is present on the ground more than 200 years and serving more than160 countries and territories. Citi is relentless in driving winning performance for its clients and franchise anytime, anywhere. That’s why Citi never sleeps. Employees share success and are committed to making a difference in the lives of people, organizations and communities around the world. Citibank N.A Bangladesh has a formal and structured performance management in their organization which makes the professionalism of the organization. They do the performance measurement at the end of the year via its own database input. Citi has 4 parts of performance management which includes: Goal setting, Development planning, Mid-year conversation and Year-end review. Every employee has maximum 7 goals. To determine the goals employees consult with their line manager. The manager uses previous year assessment data of the employee. The goals are weight based. . Citi’s development plan is designed to identify and track action plans to enhance employees’ short term and long term job performance, as well as career objectives. Citi also give emphasis on the values that the employees process during the job. To measure the values they use numeric rating. At the middle of the year, the managers make mid-level review and at the end of the year, they do the final performance evaluation. All employees who join before 30th June have to face the whole performance management. They follow the behavior approach to measure performance. The final evaluation rating is given on Citi’s website and approved by the individual, line manager, matrix managers and HR head. Overall, the performance management system is fair, structured and good one to increase the capabilities of the organization.