Standard chartered had have good talent management strategies to train its staffs. The talent management at standard chartered bank (SCB) features include: Standard chartered bank has good performance appraisal or measurement strategy. By making it a global standard to conduct face-to-face performance appraisals every six months. SCB is reviewing its own performance management objectives to make sure that those objectives stay relevant and achievable. Being sensitive to different cultures by employing different appraisal methods, also show that SCB understands the importance of managers and staff indentifying and dealing with real, actual problems in a way that is most familiar and effective to them. Through appraisal, SCB also classifies their employees into 5 categories ranging from high potentials to critical resources, then to core contributors, followed by underachievers and fainally underperformers. By identifying areas in which they are lacking and act. What are the relevance HR problem to bring bank crisis to SCB. SCB view of employees as human capital in the organization, it could have at least mininimsed the less to a certain extent. For one, discussions between employers and still could have been more open and problem issues coulf have been identified at an earlier stage inefficiencies in the organization would have been uncovered, influence their performance against regional offices. In a way, having a certain amount of centralized control through talent management would also enable the monitoring of its offices globally.What are performance appraisal aims? Performance appraisal is the measurement of the effectiveness of an employee's job performance. The process is described as the collection and use of judgements, ratings, perceptions or more objectives sources of information to understand better the performance of aperson, team, unit, business, process programme in order to guide subsequent actions and decisions. The resut or performance outcomes represent the contributions tht an individual's job performance makers to an organization and its goals.Performance appraisal focus on measuring or appraising the job performance of a individual, e.g. use of surveys or rating focus to assess and evaluate employee behavior. It brings the either positive or negative feedback to the employee in the performance view and the new goals for the next performal period may be discussed.3.4HR role in India automobile industry Human resource development (HRD) is the part of human resource mangement in any organizations. It deals with training employees in the organization when the industry feels it have need to upgrade skills to its staffs. It aims to let them to learn new skills distributing resources that are beneficial for the employee's task. For automobile industry in India example, India automobile sale companies will need effective HRD in their organizations if they expect to sell automobiles to global customers attractively.Authors ( May, June 2014) from internet essay indicated the India automobile sector is divided in four different sector which are as follow: two wheeler, which comprise of mopeds, scooters, motorcycles and electric two-wheelers passenger vehicles which include passenger cars, utility vehicles and multi-purpose vehicles, commercial vehicles that are light and material heavy vehicles and three wheelers that are passenger cerriers and product carriers.Why do India automobile sale companies need to concern HRD? Authors ( May, June 2014) indicated the automobile industry is one of the key drivers that boost the economic growth to India. However, the year 2013-2014 has seen a decline in the industry's growth . High inflation, high interest rates, low consumer sentiment and rising fuel prices with economic slowdown and rising fuel reason for the downturn of the industry.