Effective Implementation of HSBC s HR Polices in Georgia

1. Notes for the speaker:- This presentation has been designed to complement the Group Induction DVD. It can be adapted locally or tailored to place greater focus on areas of relevance. We are, after all, the world�s local bank! Each slide has a series of notes and explanations to assist the speaker in delivery and to clarify points on the slides.You may wish to use some of the slides as the basis of discussion or simply to give an overview of certain areas. However you choose to run your presentation session, we hope that you find this information useful in welcoming new colleagues to the HSBC Group. All facts and figures are correct as at Dec 07 unless otherwise specified. Useful sources for speakers Intranet sites: Amanah Finance: http://hbmeintra.ae.hsbc/intranet/isf.nsf GBM: http://intranet.uk.hibm.hsbc/portal/welcome.html CMB: http://cmb.ghq.hsbc/ PFS: http://pfs.ghq.hsbc/ Private Banking: http://inet.hibm.hsbc/ Group Intranet: http://group.ghq.hsbc/int/group/home.nsf Sections of particular interest here are �Group Strategy�, �Group Information� (through which you can access the 2007 Annual Report) and �CS� (which contains the �HSBC in Society�report). Notes for the speaker:- This presentation has been designed to complement the Group Induction DVD. It can be adapted locally or tailored to place greater focus on areas of relevance. We are, after all, the world�s local bank! Each slide has a series of notes and explanations to assist the speaker in delivery and to clarify points on the slides.You may wish to use some of the slides as the basis of discussion or simply to give an overview of certain areas. However you choose to run your presentation session, we hope that you find this information useful in welcoming new colleagues to the HSBC Group. All facts and figures are correct as at Dec 07 unless otherwise specified. Useful sources for speakers Intranet sites: Amanah Finance: http://hbmeintra.ae.hsbc/intranet/isf.nsf GBM: http://intranet.uk.hibm.hsbc/portal/welcome.html CMB: http://cmb.ghq.hsbc/ PFS: http://pfs.ghq.hsbc/ Private Banking: http://inet.hibm.hsbc/ Group Intranet: http://group.ghq.hsbc/int/group/home.nsf Sections of particular interest here are �Group Strategy�, �Group Information� (through which you can access the 2007 Annual Report) and �CS� (which contains the �HSBC in Society�report).

2. 2 The HSBC Group�s Best Place to Work Strategy and challenges locally Diversity Recruitment Pre-employment checks Induction Performance Management Policy Disciplinary Policies and Grievance Staff benefits: Health Insurance/ Loan Polices

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4. 4 DiversityRecruitment Policy at HSBC Bank Georgia jsc Diversity All employees and workers are responsible for treating colleagues with dignity and respect and creating an environment free from unlawful discrimination, harassment or victimisation irrespective of their sex, gender reassignment, pregnancy, age, marital status, disability, sexuality, race, colour, religion or belief, ethnic or national origin.  Fair and transparent recruitment process Indentify vacancy requirement Job announcement (Internally and externally) Selection process applied consistently to all vacancies Outcomes (Job offer, Rejection, Stand-by- applicants on hold) At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives. At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives.

5. 5 Policy on pre-employment checks There are 6 methods through which pre employment vetting is undertaken by HSBC Georgia jsc Verification of identity Confirmation of right to work in a country Criminal record check Credit check Verification of employment (/assignment) history Confirmation of education/ professional qualification Benefits of pre-employment checks Minimises risks of of unsuitable individuals gaining employment with the Company At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives. At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives.

6. 6 Induction Best practice Policy states that the induction session must be held within three months of new recruits commencing employment Purpose of Induction It makes clear to new recruits what their responsibilities are and what expectations the management have Security and Fraud Awareness

7. 7 Performance management policy Policy The global performance management framework Performance management is a continuous process, including specific activities throughout the year. All employees should have objectives set for each performance year All employees should be assessed at Mid-Year and Year-End using the globally consistent 5-point rating scale. All employees should have a minimum of two formal performance review discussions per year, at Mid-Year and Year-End. Benefits Fairness Consistency Transparency Employees take ownership to manage their own performance At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives. At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives.

8. 8 Disciplinary PolicyGrievance procedures Disciplinary Policy Documented standards of behaviour Offences (misconduct/ gross misconduct) Disciplinary actions (Fist warning/Oral or Written; Final Warning) Grievance Procedures Encourage employees to resolve any grievance initially with their line manager Involve HR/CEO if deemed necessary At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives. At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives.

9. 9 Staff benefits: Health Insurance/ Banking Benefits Policy Documented staff benefits policy, which can be reviewed/ updated if the new benefits are introduced Health Insurance Banking benefits At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives. At the halfway point through the MfG plan we have reviewed our progress and decided upon the key areas on which we will focus to successfully complete its implementation and continue to strengthen our competitive advantage in the years ahead. The key focus areas were communicated in the Group CEO�s road shows in 2007 & 2008 as the �Global Pillars�, which incorporate where appropriate our Strategic Imperatives.

10. 10 THANK YOU - And more of your questions