Training and Career Development

HSBC is a performance driven organisation. We make considerable and committed efforts to ensure that our employees receive their just rewards in relation to their performance and our business results. We also focus on a “Market Driven” strategy so that our remuneration is not only internally equitable but also externally competitive. As a result, a variety of rewards both monetary and non-monetary are provided to those who successfully meet or exceed our exacting standard:

Classroom Training
Training in Thailand is primarily conducted by our dedicated local training team as well as trainers from our Learning and Development Centres in Singapore, Hong Kong and the UK. Employees also gain the opportunity to share best practices among our colleagues during training held in our many overseas centres.

On-Line Learning (Learning Management System - LMS)
In addition to classroom programmes and courses, HSBC offers a wide range of online courses in which there are key knowledge and skills suitable for enhancing capabilities for your specific job role.

E-Library
HSBC e-Library has an abundance of resources including books, CD, VCD, DVD and tapes. HSBC Staff are encouraged to recommend new materials through e-library.

Business Education Programme (BEP)
The aim of BEP Programme is to support staff members in acquiring job-related knowledge and skills that will enhance their capabilities to take up future job challenges within HSBC.

Mentor Programme
Mentor programme at HSBC is the partnership of an experienced person, Mentor with a less-experienced colleague, Mentee to facilitate personal and professional growth.
Over recent years, Mentor programme has become one of the most effective ways in which organisations can really support people with their learning and professional development. Mentoring relationships offer great benefits for both Mentor and Mentee, as well contributing to the overall success of HSBC.

International Assignment
To support HSBC's people strategy in creating a more engaged, internationally diverse and mobile workforce, international assignment policies are flexible in their application. This will allow the business to be more commercial in its approach to international mobility.
It is important to recognise and reward the unique contribution that international assignees make to the Group and to ensure that their mobility is adequately rewarded.

Typically a 2-3 year assignment on expatriate terms with expected return to home country or a Short Term Assignment usually a 3 -12 months assignment.