Barclays reviews

I was recruited as an Assistant Vice President in Barclays shared services in Mumbai. The jobs given to me after joining were not in line with those outlined during interviews and were not at all relevant to my profile. After many conversations with management, I finally resigned . My notice period was 3 months. However, I had asked for an early relieving of 1 month after resignation date. My manager agreed to reduce notice period by 1 month only and HR issued a letter to me that my contractual end date and last working day would be 2 months after my resignation date. since I did not have much responsibilities at work, I approached the MD for early reliving. He agreed to cut my notice period to 1 month after resignation date. In accordance with this, HR issued another letter to me stating my last day of working and last day of employment both to be 1 month after resignation date. I served till this date, completed all exit formalities and left. Now, HR has sent me FNF in which they are asking me to pay 2 months notice pay , have withheld my final salary and not giving releiving letter after repeated reminders.. this is how I'm being harassed further even after leaving the employment . Looks like Barclays can only boast abt it's values but not live upto it..

BarCap boasts one of the most sterile and politicized environments you will ever see in the investment banking industry (admittedly this will suit some candidates). Barcap is also a notorious revolving door. This is true to varying extents of the entire IB industry, but Barcap take it to extremes - fixed redundancy cycles run every two years or so (this is unofficial, of course), and if you're made redundant from BarCap make no mistake - it was not redundancy, you were 'not wanted'. The endless redundancy cycle is the company's way of safely removing those that "did not fit in" without fear of litigation. This 'unofficial' policy has led to Barcap having the largest internal HR presence in the London IB industry. Nepotism abounds, and you will find silos of surprisingly incompetent permanent staff that survive solely due to patronage from above. Line manager's are 'encouraged' not to give negative appraisals in these cases; in general the performance management system is based less on merit than on 'who you know'. if you're an efficient and able networker, you may be able to go far. The flip side of this is that you don't want to disagree with anyone - because if you do, you can guarantee you'll be on the next redundancy list. This is not a company for you if you believe in speaking your mind.