Overview of UAE Banking Sector

The UAE banking sector is still in recovery stage, post the 2008-09 real estate crisis in Dubai. However, the financial performance of the banks has stabilised especially over the past couple of years. The UAE banks, particularly Dubai based banks, are facing asset quality challenges, as reflected in their high proportion of non-performing loans and low level of provisions. On the other hand, Abu Dhabi based banks appear relatively less challenged from these issues due to their relatively lower exposure to real estate and higher exposure to oil based industries, which did well amid favourable oil price environment.

The key concerns related to the UAE banks include i) concentration in loans and deposits, ii) high proportion of related party exposures, iii) limited data transparency/availability, and iv) stiff industry competition. Moreover, the performance of the UAE banks has been constrained by the still recovering real estate and construction sectors. Although the banks maintain a strong presence in their local markets, the banking sector has limited diversification and displays concentration in terms of geographies, products, and customers.

That said, most of the UAE based banks benefit from strong ownership structure backed by local governments. In addition, most of these banks are in the process of restructuring their problem loans. The economy of Dubai has shown encouraging growth in the past two years. All key sectors of the economy including real estate, trade, tourism, and services have shown a considerable improvement. The improved performance of the core sectors would result in re-classification of some of non-performing loans as performing loans, which would reduce stress on the banking sector in the medium term.

Recent political unrest in some countries in the MENA region has benefited UAE, owing to its safe haven status in the region. Dubai has strengthened its position as a regional financial hub and has become a key channel for investment across the MENA region. This has directly helped local banks. The key characteristics of the UAE banking sector are as follows.

i) Strong links to local governments: The UAE banking sector has been strongly dominated by the governments of Abu Dhabi and Dubai. The ruling families are also actively involved through their investments in the country, typically through their holding companies. The government’s significant involvement in the UAE banking system proved beneficial during the global financial crisis. The authorities responded quickly when needed and supported local banks in 2008 and early 2009. The UAE Central Bank has provided liquidity support as well as deposits to banks in the past to alleviate funding pressure. Markets expect a continuous support to the UAE banks from local governments in future, if needed.

ii) Strong capitalization: The UAE banking sector exhibits a very strong level of capitalization. Its capital levels are supported by consistent profitability, strong earnings retention, and equity injections from the government in times of need. Total capital adequacy ratio of the sector has exceeded 20% over the past three years, the highest in the Gulf Cooperation Council countries. However, the high capital levels are also justified by some banks’ high share of non-performing loans, which requires a higher level of capital than the average.

iii) Weak asset quality: The UAE banks are challenged by weak asset quality. Most of the banks based in Dubai have shown very high level of non-performing loans and insufficient provisions. Moody’s expects non-performing loans of the UAE banks to remain in 10%-12% range in 2013. The agency also stated that despite recovery in core industries, the non performing loans are unlikely to reduce rapidly in the medium term due to banks’ large exposure to troubled borrowers, especially in the real estate industry.

iv) Dependence on oil prices and global macro-economic conditions: The performance of the UAE economy, especially Abu Dhabi, largely depends on oil prices. Any sudden fall in oil prices could result in lower public spending by the Abu Dhabi government. This could impact the performance of Abu Dhabi based banks, which have largely been involved in financing government directed projects. Also, in the event of a sharp decline in oil prices, the resulting economic downturn may further impact lending activities of the banks. On the other hand, Dubai largely derives its growth from real estate, trade, tourism, and services industry. The performance of most of these sectors is linked to global economy. Any deterioration in global macroeconomic environment would directly impact Dubai’s economy and its banking sector.

v) Limited credit differentiation: It is hard to differentiate between UAE banks just by looking at their credit metrics. Most of these banks are closely linked to local governments. The differences in asset quality and franchise value are the only primary distinguishing factors for the banks in the country.

vi) High competition: The UAE is an overbanked region. There are 51 banks currently operating in the UAE. This has resulted in stiff industry competition and has pressurized net interest margins of the banks.

Malaysia Banking Industry1h11 – Overview,trends,analysis,outlook And Swot

Emerging Markets Direct released their latest Malaysia Banking Industry Report 1H11. Contributed by higher net interest and financing income and revenue related to financing activities, the pretax profit of Malaysia Banking Industry increased by 17.8% y-o-y to RM6.13 million in 3Q10. As of September 2010, total assets held by financial institutions in Malaysia amounted to RM1, 508.57 billion, a record growth of 10.12% y-o-y. Commercial banks represent the largest segment of all financial institutions in Malaysia (total asset at RM1, 192.84 million), with Maybank taking up 27.18% of the local market share and ranking first domestically.

About 55.61% of total loans in the Malaysian banking system is driven by the household sector (eg. Mortgage,hire purchase loans for passenger cards and personal loans), which was up 13.4% y-o-y as at September 2010. Education, health and other sectors saw a robust growth in total loans at a rate of 69.83% y-o-y. Overall, the total loans in the banking industry grew by 11.84% y-o-y to RM854.18 billion.

The banking system remains very stable with ample liquidity to meet demands for deposits withdrawals. In the third quarter of 2010, deposits saw a growth of 8.90% y-o-y, which was mainly derived from financial institutions, businesses and individuals. The loan-to-deposit ratio as well as the financing-to-deposit ratio were rather stable and remain at 81.3% and 87.8% respectively.
To sustain high level of stability, the banking system adheres to the rules and requirements specified under Bank Negara Malaysias mandate. All banking institutions in Malaysia are required to comply with the Risk-Weighted Capital Ratio requirement (8%) set by the central bank. As of 3Q10, the ratio remained strong at 14.75%, far more than the specified ratio.

Growth story continues in the Islamic banking segment, Islamic banking in Malaysia is the fastest growing sector in the global banking industry with an average annual growth rate of 20% over the past 5 years. Malaysia is the worlds largest market for sukuk or Islamic bond market, which takes up around 65% of the global market share. To date, Malaysia has 17 Islamic banks including Islamic units in HSBC holdings, OCBC and Standard Chartered PLC.

What is the development of Mobile Banking? How does the central bank and government offer assistance to the Small and Medium Enterprises (SME)? What are the mergers and consolidations activities set out in the Financial Sector Master Plan? What are the trends and outlook of the industry?

Profit now from our Malaysia Banking Industry report:
http://www.emergingmarketsdirect.com/products/Malaysia-Banking-Industry.html

Table of Content
1. Industry Profile
Sector Overview
Sector Size and Value
Total Assets
Total Loans and Deposits
1.2.3 Interest Rates
1.3 Sector Performance
1.3.1 Financial Institution Profit and Loss
1.3.2 Capital Adequacy Ratio (CAR)
1.3.3 Non-Performing Loan (NPL) Ratio
2. Market Trends and Outlook
2.1 Islamic Banking
2.2 Mobile Banking
2.3 Small and Medium Enterprises (SMEs)
2.4 Industry Consolidation
3. Leading Players and Comparative Matrix
3.1 Leading Players
3.1.1 Malayan Banking Berhad (Maybank)
3.1.2 Public Bank Berhad (Public Bank)
3.1.3 CIMB Group Holdings Berhad (CIMB)
3.1.4 RHB Capital Berhad (RHB)
3.1.5 Hong Leong Bank Berhad (Hong Leong)
3.2 Comparative Matrix
3.3 SWOT Analysis
4. Tables & Charts
Table 1: Banking Institutions in Malaysia
Table 2: Breakdown of Total Loans by Sector (December 2006 September 2010)
Table 3: Breakdown of Total Loans by Purpose (December 2006- September2010)
Table 4: Interest Rates in Malaysia 2006 2008,1Q09 to 3Q10
Table 5: Top 25 Countries by Shariah-Compliant Assets
Table 6: Number of Establishments by Sector
Table 7: CIMB: Profit before Tax by Segment FY08, FY09
Table 8: CIMB: 2009 Target Achieved
Table 9: Financial Highlights of the Leading Players FYE09 or FYE10
Chart 1: Malaysias GDP and Growth Rate 2006-2010
Chart 2: Total Assets by Types of Financial Institutions as at September 2009 and 2010
Chart 3: Total Assets of Nine Domestic Banks in Malaysia as at September 2010
Chart 4: Total Loans and Growth Rate September 2007-September 2010
Chart 5: Loan Disbursements by Sector 2Q09,3Q09,4Q09,1Q10,2Q10,3Q10
Chart 6: Banking Systems Loan Applications and Growth Rate 1Q07 3Q10
Chart 7: Loan applications vs Loan Approvals 1Q06 3Q10
Chart 8: Banking Systems Total Deposits as of September 2010
Chart 9: Banking Systems Total Deposits 2005-Sept 2010
Chart 10: Total Deposits by Types of Financial Institutions 2009 and September 2010
Chart 11: Loan/Financing to Deposit Ratio April 2009 September 2010
Chart 12: Overnight Policy Rate March 2006- September 2010
Chart 13: Commercial Banks Lending Rates 2006 2008, 1Q09 to 3Q10
Chart 14: Banking Systems Capital Ratios March 2006-September2010
Chart 15: Banking Systems Net NPL Ratio March 2005 – September 2010
Chart 16: Mobile Users Worldwide by 2011
Chart 17: Maybank: Net Income by Business Activity FY2010
Chart 18: Public Bank Loan Loss Coverage 2005-2009
Chart 19: Public Bank Asset Growth 2005-2009
Chart 20: CIMB Groups Earnings History 2005-2009
Chart 21: RHB Bank: Loans, Advances and Financing 2005-2009
Chart 22: RHB Bank: Total Deposits 2005-2009
Chart 23: RHB Bank: Operating Revenue by Business Segment in 2009
Chart 24: Intrinsic Value of Hong Leong Bank FY2006-2010
Chart 25: Hong Leong Bank Total Loans and Deposits at Bank Level FY 2006-2010

Breeze A Richer Mobile Banking Experience

Today, mobile banking is without doubt the latest and greatest technology, product, and service currently being offered through various financial institutions. However, one bank has actually pioneered features, making this a time for Standard Chartered Bank to shine. This banks version of a mobile banking application is truly unique, one built on a philosophy of providing what bank customers want.

The majority of other banks who have entered the mobile banking market have focused design and development of mobile banking applications on what they think customers want or what they feel the customers should have. Obviously, to build a strong base of loyal customers, banks have to provide products and services that offer real value. When customers see their voices have been heard and opinions listened to, these customers remain extremely loyal.

For any relationship to work between a bank and its customers, a level of trust and respect must exist. These two components are critical to success for both parties. With Standard Chartered Bank, executives and employees alike have taken every necessary step to offer customers solutions to make life easier, which is apparent in the new and revolutionary mobile banking solution known as Breeze.

When looking at mobile banking solutions offered through other banks, it is common to see that features plateau, even though the type of features may be quite different. However, with Breeze, conventional and revolutionary features have been taken to the next level, for the better. As a result, personal and business customers of Standard Chartered Bank enjoy a much richer experience overall, whether using online or Breeze mobile banking services.

A prime example would be in the way that other banks allow customers to view and transfer money using mobile banking. Typically, these two services are very basic and by providing features with limitations, the customers are shorted. For instance, if a Customer wanted to complete a task or transaction other than viewing an account or transferring money, additional applications through the banks website or through the mobile banking medium would have to be opened.

Let us say that a customer with a different bank wanted to look at the balance in a checking account, but also pay a bill, redeem earned points, or even report a lost or stolen credit card. To accomplish this, one application would need to be manipulated for view the account and another application for the second task. From this customers perspective, it does not appear as if the bank cared much about the effort and time involved to manage money online or via mobile banking.

Obviously, this type of process creates tremendous frustration, which often leads to bank disloyalty. At Standard Chartered Bank, the number one goal beyond anything else is to provide every customer with a smooth and professional experience. For this reason, whether managing accounts online or through Breeze mobile banking, tasks and transactions have been simplified but without sacrificing any of the power.

In addition to happy customers remaining loyal, the online services through Standard Chartered Bank and mobile banking services through Breeze provide an opportunity for other people to hear how great this bank and its products/services are through word of mouth.

Solving The Compensation Quagmire A Total Rewards Approach In Today’s Banking Environment

By any measure, the banking industry is facing challenging times. From a financial perspective, there has been a

dramatic decline in the performance of the banking marketplace. From a human capital perspective, it’s more important than

ever to have an engaged and high performing workforce. Banks are competing for talent at all levels of the organization and

must be diligent in developing compensation programs that attract, motivate and retain a high performing workforce. How can

banks develop and manage compensation programs that reward employees for the bank’s financial performance in this challenging

banking market and, at the same time, be effective in recruiting, motivating and retaining the key talent necessary for the

bank’s success?

A successful total rewards program should be designed to balance the needs of the organization with the needs of the

workforce. While designing a program can be challenging, it does not have to be daunting. Leaders must first identify the

needs of its workforce and then work to develop a total rewards approach that best meets these needs and fits with the

culture of the organization. To start, employers should take a holistic view of compensation, while considering the following

steps:

Step 1: Develop Compensation Philosophy a clearly defined compensation philosophy is the foundation from which a

compensation program should be built. In defining a philosophy specific to your organization, ask:
Where does the bank want to stack up relative to its peers?
What is the right “mix of the total compensation package?
Does it support the business strategy?
Is it aligned with shareholder and stakeholder interests?

Step 2: Determine which total rewards components best fit the organization and the workforce consider salary, bonus,

benefits, awards and recognition programs. What do employees really want? Employees want to feel valued, fairly compensated

and distinctly rewarded and recognized for their contributions to the organization.

Step 3: Review the effectiveness of current pay-for-performance programs. Are they achieving the desired results and

behaviors? In developing or reviewing your existing incentive plan(s) consider the following:

Objective of the plan(s) (e.g. reward for short-term vs. long term-performance)
Is it aligned with the bank’s strategic and business plans?
What are the internal and external influences?
What performance should it reward?
Does it reward high achievers significantly more than others?
Goal setting do the goals still make sense?
Are individual and department goals aligned with the overall strategic plan?
How will performance be assessed? What are the right measures?

It is also important to review the organization’s performance evaluation process to ensure that it is consistent across the

organization, accurate and objective. Employees want equitable evaluations. Again, it’s about employees feeling that they are

valued and treated fairly.

Step 4: Communicate, communicate, communicate. Make certain that all compensation programs are easily understood and well

communicated. Demystify plans so that employees understand how compensation is determined. Employees care just as much, if

not more, about how their pay is determined as what their pay is. When compensation plans are openly and frequently

communicated, employees tend to feel that they are being fairly compensated.

Specific to pay-for-performance plans, make certain that managers and employees have a solid understanding of how the plans

work:

Are the goals clear? Is there a clear line of sight?
Do employees feel empowered to meet goals?
Are there rewards for achieving individual and department goals?
Do employees understand the connection of their contribution to the bank’s success?
Is there a system to track results and provide feedback on a regular basis?

Meeting the needs of employees is not only about compensation. Other highly valued components include career development

opportunities, employee recognition and non monetary rewards, such as flexible work arrangements. In fact, it can be argued

that without these important components, even the most rewarding compensation package is not enough to recruit, motivate and

retain your valuable human capital.