The impact of performance pay strategy in HSBC HK

Increase transparency on market pay rate

Provide consultation service on pay calculation when employees have doubt

Publish pay increment trend on each career band/job position level

Obtain individual performance rate from 2 direct supervision line managers

Obtain individual performance rate from line manager and subordinate

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Hello: You are invited to participate in the following survey on the performance related pay scheme in HSBC HK and its direct influence over its IT department. The target survey group is the staff in HSBC IT department in HK. It will take approximately 10 minutes to complete the questionnaire. Your participation in this study is completely voluntary. Your survey responses will be strictly confidential and data from this research will be used only for academic research purpose. Your information will be coded and will remain confidential. Questions 1-5 aim to collect the biographical info of the survey group. The remaining questions review the impact of performance related pay scheme in HSBC HK IT department. Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below. Please select your gender Male Female Please select your age group 20 – 24 25 – 29 30 – 34 35 – 39 40 – 44 45 or above Please select your education level High School / Diploma Bachelor Degree Master Degree or above How many years of working experience you have? Less than 5 years 5 – 10 years 11 – 15 years 15 years or above How many employers you have been working with? 1 2 3 4 5 or above How long have you worked at HSBC IT Department? Less than 1 year 1 – 5 years 5 -10 years More than 10 years Have you experience fixed salary pay with annual salary increment before? Yes No Which of the following best describes the performance pay scheme in HSBC IT? Human Resources retention at risk Effective in rewarding talent staff. High performers get high pay. Improve staff incentive / performance Encourage short-term focus on money incentive Undermine teamwork Maintain close link with market pay rate What do you think on the factor(s) that make performance pay successful? HR guidelines Senior management support in delivering the system Line management consistency / fairness in staff rating Monitoring / control mechanism Staff perception on the system In your opinion, what should be done to improve the performance pay system? Increase transparency on market pay rate Provide consultation service on pay calculation when employees have doubt Publish pay increment trend on each career band/job position level Obtain individual performance rate from 2 direct supervision line managers Obtain individual performance rate from line manager and subordinate Are you satisfied with the performance pay system? Yes, it reflects my performance of the past year and is a fair system in general No, it cannot reflect employee performance Neutral, it doesn’t seems to make a difference No opinion How the performance pay system affect your work? Motivate to work Drive down incentive to work Increase sense of individualism in work to compete with colleagues for high performance Work closer with teammates to strike for good performance Increase workload as line managers are competing among themselves No change Other (Please specify) What do you think on the TPM appraisal system? Staff performance could be accurately measured. Work task could be valued to pay according to the level of task importance Provides a direct relationship between pay and performance Allows employees to review the areas for improvement and strike for higher performance in future Other (Please specify) The company clearly communicates its goals and strategies on performance pay to you? Strongly disagree Somewhat disagree Neither agree nor disagree Somewhat agree Strongly agree Which pay system do you prefer? Performance pay system Fixed pay system Other (Please specify) Following the above question, what is the reason of choosing ${piping_text}?