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Acknowledgment.2

Executive summary3

Need theory in RBS Company4-5

Two factor theory in RBS Company6-7

Formulate HR Strategy in RBS Company ..8

Reference.9

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Acknowledgement

I would like to express my sincere gratitude to lecturer of Institute of Personnel Management for
his or her guidance and encouragement to do my case study.

I wish to thanks the members of my family who assisted me with this case study.

And also I would like to thanks my friends of Institute of Personnel Management who gave their
help during the period of lectures.

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Executive Summary

The royal bank of Scotland is one of the largest financial institution in the world that company
have global business all over the world and there are some range of operation in Europe/north
America /Asia Pasific,the company has situated three European countries sixteen north America
states eight major Asia pacific

.RBS is the world financial leading company that they provide lot of financial services such as
corporate banking, range of retail, financial markets, consumer finance,insuarance and wealth
management services, the company have more than 140000 employee and more than 36 million
customers in the worldwide, there are full range of banking services under the Royal Bank of
Scotland that also includes Ulster bank group,coutts,direct line, Churchill and citizen financial
group and around 40 other brands, as a global business its operations are diverse .

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Need theory by Abraham Maslow in RBS Company

When we go through RBS Company we can identify two types of motivation theories such as
need theory by Abraham Maslow and two factor theories by Frederick Herzberg .the
organization follow Abraham Maslow need theory to motivate their employees ,according to
Maslow the most basic needs on this hierarchy had to satisfied before workers could look to the
next level ,basic physically needs are food water and shelter then people feel safe in their
environment RBS provides these basic needs whenever it creates jobs . Maslow's higher levels
of need are less obvious and less easy to describe but of great importance. Social needs refer to
the fact that we want to feel part of something ,according to Maslow theory there are five level of
needs such as psychological need, safety need, social need, esteem need and self actualization
need,

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Psychological needs-it describes the basic human need that they include food water and comfort
the organization helps to satisfy psychological need by paycheck.

Safety needs are the desire for security and feel safe from harm the organization helps to satisfy
safety need by benefit.

Social needs-are the desire for affiliation, they include friendship and belongings, and the
organization helps to satisfy social need through parties, celebration, and sports teams.

Esteem needs-it is the desire for self respect, respect, recognition from others the organization
helps to satisfy esteem by matching skills and abilities of the employee to the job.

Self actualization needs-are the desire for self fulfillment need by the realization of individuals
full potential and the supervisor can help to full fill self actualization need by assigning a task
and challenge employees mind while drawing on their aptitude and training.

RBS creates the opportunity for its community of employees worldwide to share in its common
goals and vision for the group. It does this by rewarding the people who contribute to its success
through their commitment and hard work. RBS provides 'self-actualization' by offering
recognition, promotion opportunities and the chance to develop a lifelong career with the Group.
The next level 'esteem' - refers to our need to feel valued, that what we do matters. The RBS
mindset is that employees can 'make it happen' for themselves. It provides opportunities for all
employees through promotion or training and then recognizes their achievements. Through this
RBS employees can improve their self-esteem. At the very top of Maslow's hierarchy is our
human need for 'self-actualization'. This means we work hard to be as good as we possibly can
be. RBS meets this by offering recognition, promotion opportunities and the chance to develop a
lifelong career with the Group.
As Maslow describes, workers are not motivated by money alone. Individuals are motivated by
different things. Motivation can be about shaping a worthwhile career or it may involve having
more flexibility with time. For example, at the start of your career, help to pay off your student
debt may be more important to you than retirement planning so we can see how RBS company
satisfy their employee through some sort of benefits such as

Employees may also choose from a wide range of lifestyle benefits, including discounted
shopping vouchers, childcare facilities and RBS financial products, such as mortgages, currency
exchange, personal loans and banking at special staff discounted rates.

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Employees at RBS enjoy Total Reward a specific benefits package designed by RBS that goes
far beyond salary. It offers benefits for each member of staff that includes not just money, but
also personal choice in working hours and security. The RBS Total Reward package also offers
flexible pension funding, health and medical benefits, paid holidays, and a confidential advice
service

Two factor theory by Fredrick Herzberg in RBS Company

We go through this case we can identify another factor of two factor theory by Fredrick Herzberg
,he took the view that man lives at two levels such as physical level and psychological level,
several factors lead satisfaction and others lead dissatisfaction, motivators are closely connected
with the job and dissatisfies are closely connected with the environment and the satisfiers are
called motivators and dissatisfies are called hygiene factors ,motivators appeared to produced
motivated behavior and hygiene factors appeared to produce dissatisfaction .

Factors for
Factors for Dissatisfaction
Satisfaction

Company policies

Supervision
Achievement
Relationship with supervisor
Recognition and peers

The work itself Work conditions

Responsibility Salary

Advancement Status

Growth Security

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 When RBS people do well in their work, the company rewards them.

Payments for results are an effective motivator for high performance. Some jobs are paid per the
achievement of targeted results. Job Security

They have a collective sense of achievement when the whole business does well.

RBS, almost every role can be described in terms of specific job targets. This method of
performance management allows managers to measure everyones performance in a specific way
and reward them accordingly

They gain extra responsibility and advancement through regular performance reviews.

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.

employees get recognition for good work

For RBS to offer world-class financial services, it is vital that it attracts the most talented people.
RBS positions itself as a world-class employer, with world-class employment. Payments for
results are an effective motivator for high performance. Some jobs are paid per the achievement
of targeted results Job Security.

There are main elements of RBS Company Such As

Pay:
Base pay Variable salary Long-term incentives Share options/schemes

Benefits:
Healthcare Retirement (including pension) Cars Holiday Flexible benefits Voluntary benefits

Career development:
Learning experiences Performance management Succession planning Training

Work environment:
Organization climate Leadership Performance support Work-life balance

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RBS Company HR Strategy

How RBS Company used HR Strategy in their company, when we go through this case we can
clarify hr strategies formulating RBS Company,
Today total reward encompasses a large range of offerings, broader than the standard four
brackets, including the nature of the leadership, corporate social responsibility, and work-life
balance.

Total reward, the employment proposition has historically been split into four categories: pay,
benefits, career development, and the work environment. Over time, the boundaries between
these have blurred. a true total reward strategy comprises much more than this, including salary,
bonuses, pension and healthcare benefits, plus wider aspects of the employment package such as
training and development, the working environment, and an employees work-life balance. These
can all add up to a total value of everything staff receive as a result of working from their
employer the opportunity for career development is an important aspect of total reward for staff
looking to add value to their future.

Content theory describes the needs that motivate people. These Needs Translate into an internal
drive that motivate specific behaviors in an attempt to fulfill the needs.
Strategy Managers understand employee needs. Design reward systems to meet them and
direct employees energies and priorities toward attaining organizational goals.
RBS operates an exciting and forward thinking Human Resources (HR) strategy. It provides a
world-class employment package for every employee, at every level of employee in the
organization, wherever they work. It adopts an attitude that motivates its staff in both financial
and personal ways. By doing this, RBS is able to compete for the best people and attract them to
its business. In a world where local labor market conditions can fluctuate from region to region,
RBS must be sensitive to local conditions and individual needs. At RBS, motivation theory
comes to life. RBS employees at all levels can enjoy a work environment where effort is seen to
be valued, where achievement is recognized, where individual progress is rewarded and where a
long term career is available for those who are able to grow with the business. Where individuals
are made to feel a part of the bigger picture and where the rewards available are varied, practical,
personal and tailored to the individual, there are motivators for all.

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Reference

://www.boundless.com/management/textbooks/boundless-management-
textbook/organizational-behavior-5/employee-needs-and-motivation-46/herzberg-s-two-
factor-theory-239-6609/

https://www.simplypsychology.org/maslow.html

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