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【优质】汇丰银行英文自我介绍三篇-实用word文档 (19页)

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汇丰银行英文自我介绍三篇

汇丰银行英文自我介绍篇一：汇丰银行面试(1)

微笑三思后答不置可否

1、你理解的外资银行与中资银行的区别

先进的经营理念（以客户为中心）和管理方式

金融产品创新灵活与品牌优势

雄厚的资金实力和盈利情况好

服务环境和服务质量好

安全性与保密性

高端客户

2、你应聘柜员岗的优势

耐心细心稳重善于和人沟通真诚值得信任

缺点自己经验不足~还需要进一步学习

3、你的职业规划

汇丰提供很多internal transfer的机会，只要先进来，1年后内部转岗甚至跨部门转岗都是很有机会的，所以发展空间还是很广阔的。

这两个职位都属于个人金融服务部门，不过teller偏向操作部门，CSA偏

向销售部门。 Teller之上是Section Head，Counter Officer, Counter Executive, Sub-branch Manager。不过要在个人金融服务部门发展，必须要为支行业绩作出足够多贡献才能升到支行行长，或者可以转入Operation方向继续深层发展。

4、汇丰柜员要求

Bachelor degree or above;

Good command of oral English;

Good interpersonal skills and strong sense of responsibility;

Strong communication skills and problem solving skills;

Commitment to service and sales and willingness to work under a flexible timetable;

Knowledge of PC and typing skill.

面试官关心的是你的soft skill，看你怎么处理问题，看你怎么组织语言等，问题有：

1你组织过的活动?

2你如何激发组员的动力?曾经看到过这样一个故事：在日本，有很多渔民每天都出海捕鳗鱼，但是因为船舱小，等回到岸边的时候，鳗鱼也基本死的差

不多了。当然，死鱼也卖不上好价钱。可是，却有一位老渔民每次回来时捕的

鳗鱼都活蹦乱跳的，因此，也卖出了好价格，很快就成了当地的一个富翁。其

他的渔民都不理解，船舱和捕鱼的工具都一样，凭什么他的鳗鱼就不会死呢？

这个渔民临死前才把秘密透露给他的儿子，原来他在装鳗鱼的船舱里放了一些

鲶鱼。鳗鱼和鲶鱼天生好斗，鳗鱼为了对抗鲶鱼而拼命反抗，它们的生存本能

被充分地调动起来，所以大多能活下来。而其他人的鳗鱼呢？知道等待它们的

只有死路一条，所以，也就坐以待毙了。

类似的故事还有一个：曾经有一个牧羊人，他放牧的羊群经常会死掉一些羊，无论他采取怎么样的措施，每年还是总要死去一些，为此，他请教一个朋友，朋友告诉他，不妨引进几只狼试试，他听从了朋友的建议，没有想到的是，羊的死亡率大大降低了，为什么在羊群里放进几只狼，就可以有效阻止羊的死

亡呢？原来，羊和狼是天敌，当狼进入羊群后，羊为了活命，就会拼命地奔跑，在跑的过程中，激发了自身的生命力、免疫力，从而增大了自身的活性，减少

了自然死亡率。

必须避免团队成员成为“温水里的青蛙”。就必须在团队“疲软”之前，

适时引入一些“狼”进来，从而让一些“休眠”的员工“醒来”。比如，可以

通过引入具有“狼性”的新员工进来，这些“空降兵”或者“外来人”就有可

能会成为他们潜在的威胁，从而让一部分人不至“沉迷”、“陶醉”太深。通

过引入新人，为团队注入“新鲜血液”，从而保持团队持久的活力。

3碰到组员不愿意合作怎么办?

打造团队凝聚力，要做好两个方面的事情。一是打造团队的吸引力，二是

让团队成员相互吸引。

打造团队的吸引力，实际上就是提升员工满意度。满意牛才能产好奶，现

在很多企业都意识到了这一点，并且都注重满足员工精神和物质两方面的需求，比如欧莱雅、诺和诺德、诺基亚等公司。

团队合作精神具体表现为：团队成员间相互依存、同舟共济，互敬互重、

礼貌谦逊；他们彼此宽容、尊重个性的差异；彼此间是一种信任的关系、待人

真诚、遵守承诺；相互帮助、互相关怀，大家彼此共同提高；利益和成就共享、责任共担。

培养团队成员的合作精神，是经理人的一大任务，也是创造高绩效团队的

基础。培养员工的合作精神，经理人可以从下面三个方面着手。

培训和组织活动

培训或者组织一些团体活动，是很多企业培养团队成员间合作精神的重要

方法。比如，诺基亚每年为员工提供一次集体外出活动和两次以部门为单位的

团队培训机会。参加活动时，部门之间可以自由组合。通过共同参与活动和培

训项目，员工互相了解，产生信任感，不仅拉近了他们的距离，更增强了他们

的凝聚力。

先不要求员工立即开始工作，而是组织了一系列活动。这些活动让员工清

楚地意识到，大家是一个整体，是一个团队，缺了谁都不行。在活动中培养出

来的团队精神，也带到了他们的工作当中。员工认同团队，愿意牺牲自己的个

人利益，互相配合完成工作。营造沟通的氛围

真诚、平等的内部沟通是创造团队合作氛围的基础。经理人要鼓励员工充

分表达创意和建议，主动地和其他人进行沟通，提出自己的想法。但要确立沟

通的原则是就事论事，绝不可以牵址到其他方面。

诺基亚非常看重团队成员的沟通，鼓励团队的领导带动团队成员参与决策，在主要环节上取得一致。这个决策的过程为团队成员积极沟通、共同探讨最佳

可行性方案留出了足够的空间。在参与决策的过程中，团队成员相互支持，共

同进步。

团队的规模也会影响到沟通。规模越大越容易造成团队的沟通受阻，意见

分歧的可能性也会增大；大规模的团队人员之间的接触相应较少，关系也不顺畅，容易人浮于事、互相扯皮、不负责任、办事拖拉；团队的规模越大产生小

团队的可能性就越大，小山头、小派系这时可能就会出现。为了保证沟通顺畅，经理人还要控制团队的规模。通常团队的人数在10到15个人之间比较好。

提升领导能力

经理人的领导风格直接影响到团队的合作精神。在民主的领导方式之下，

团队成员更愿意表达自己的意见和参与决策。但是在专制的领导方式下，下属

的参与机会少，满意度相应较低；在放任型的领导方式下，员工就像一盘散沙，人心涣散，也谈不上团队合作。如果员工喜爱和敬佩自己的领导，他们就会表现出更高的满意度。而满意度越高，团队的合作精神和凝聚力越强。

团队成员缺乏合作精神，领导者也可以看看这些方面是不是出了问题。比如，是否做到了分工合理，薪资公平？平常工作比较忙，会不会对员工的工作

支持不够？

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