CASE STUDY: Barclays bank on Africa

1. Rationale/Introduction of the Case This case is all about the HR role towards establishing an institution to a foreign country, how to deal with people, its culture, values and principles in their daily lives across all sectors. This is the case of William Gibbon, HR Director of Barclays Africa and Middle East when in the year 2000, the bank won a bid to create the biggest foreign direct investment with the acquisition of the majority stake in Absa Bank. It was a huge challenge for Barclays being known as the western giant because they have to combat cultural issues. Thus, Baclays had to deal with social, political, and economic challenges. 2. Issues and Concerns a. b. c. d. e. f. g. h. i. j. Perception of Barclays as a western giant; Questioned as a colonial bank; Remnant of the British Empire; Its relevance for the African renaissance; Dealing with social, political and economic challenges; Attracting talent and investment; The old methods of doing business; The emphasis on compliance than creativity; Cultural diversity; People management HR concerns;

3. Point of View In this case, the view of the HR Director, Mr. William Gibbon will be taken. 4. Statement of Problem The case tries to find out or prove the value of Human Resource in addition to the institutions strategic profile in realizing its vision in changing cultural concept in bringing Barclays Bank on Africa. 5. Objectives a. To illuminate HR processes and styles (understanding its roles; create its clear-cut vision; and introduce and share the HR strategic plans to every employees from every now and then); b. To recognize the adaption of the institution in changing its cultural concept through integrating the power of Information Technology in its system; and

CASE STUDY: Barclays bank on Africa

c. To gain support of the management team as it strengthens relationships with key executives 6. Areas of Consideration a. b. c. d. e. f. g. h. i. Cultural diversity (community) Human Resources process and system (People Management) Business strategy Modern union relationships (partnerships) Cutting edge approach to the HIV and AIDS crisis HR leadership Performance management (Giving value and recognition to people) Institutional branding and marketing Customer satisfaction

7. Alternative Courses of Action a. To prioritize the value of HR, rather than the activities or the processes that they are paid to manage and develop a strategic plan towards improvement of HR processes and styles; Advantages People is business; and business is people; The important factor in business is human resource people; The key to success is human relationship; People-oriented organization Boost of peoples performance; This is a holistic approach in giving value towards the people working in a very structured, along with the alignment of its goals and objectives; Create a brand in dealing with peoples need and draw satisfaction of both employees and customers Disadvantages Will have its perception to give a less priority to other departments It will incur more budget in training and development of the people

CASE STUDY: Barclays bank on Africa

b. Redesign management systems, introducing a cutting edge HIV and AIDS approach; Advantages Peoples health in the institution is a concern also of HR department; Create a good and sound environment leaving out stigma and discrimination among the people working in the institution giving them hope Disadvantage/s This is just one aspect on improving the HR process that deals with human or peoples health towards effectiveness of work;

c. Seeking allies and partners Advantages Institution will not stand alone without any allies or partners the best example are your people working for you and the institution; This pertains to recognize that the labor unions are partners of the organization Disadvantage/s This is just one aspect on improving the HR process that deals with people or human relationship, while it creates a perception of good environment

8. Recommendation In the perspective and point of view of the HR Director, Mr. William Gibbon, I therefore recommend the Alternative Courses of Action (a). 9. Plan of Action
In taking the recommendation, here are the steps to further advance its development and continuous adaption of change towards achieving a well and sound working environment within Barclays bank on Africa. a. Introduce significant change to the senior leaders through extensive Information and Education Campaign; b. Establish a single pan-African leadership team; c. Relocate 6,000 miles to Johannesburg from their Head Office in London to cater the needs of their customers;

CASE STUDY: Barclays bank on Africa d. Find new income streams, new markets, new countries, and new customer segments as a living testament in bringing Barclays to Africa; e. Stepped change in organizational performance as a whole; f. Restructure organizational design, creating a centralized functional matrix; g. Creation of modern employer brand in repositioning the organization with modern union relationships and a cutting edge approach to the HIV and AIDS crisis; h. Creation of a people-oriented brand as an organization or institution with a sense of pride of both customers and employees; and creating an identity by introducing wearing of uniforms; and i. Creation of framework of rigor, of a high performing organization.