In Eurobank, the development of employees’ competitive advantages is a steadfast choice of strategic importance, fully aligned with the Group’s business priorities. This has been ensured through the design and implementation of an official and integrated Training and Professional Development Framework emphasizing on nurturing a single growth culture and this year won one of the HR Excellence Awards granted by the Hellenic Institute of Human Resources Management (EIMAD) of the Hellenic Management Association, for its innovative character, successful practice and positive impact.
The Professional Development Programmes aim at the advancement of those employee' skills and qualities that lead to optimum performance and at their targeted utilization for covering key positions within the organization, as well as succession planning, knowledge transfer and the establishment of common development methodologies that enhance transparency and objectivity.
Professional development is not a standalone affair and cannot be achieved only by attending some career advancement course or as part of a training module. It is an ongoing process, which requires constant effort and is incorporated in the employees’ work. Eurobank offers significant advancement opportunities, such as job enrichment, participation in projects, coaching, and transfer to other roles, duties and/or business unit.
The following targeted Employee Development programmes were continued in 2012:
- Management Team and Employee Development programmes
These programmes aim at personalized development, with emphasis on enhancing leadership efficiency. They include an electronic 360° Feedback Questionnaire especially adapted to the particular features of Eurobank, Coaching and the Creation of Personal Development Plans. Up to this day, the Management Team and Employee Development Programmes have been attended by 140 executives.
- Professional Development Applications
They include the creation of each participant’s electronic professional profile, the provision of analytical information about strengths and areas of improvement, the creation of personal development plans and the operation of Professional Development Committees within all Divisions, responsible for monitoring these plans and, in general, the progress of their employees. The aim is to improve the employees’ professional qualities and efficiency, as part of existing and/or new role. Up to this day, 345 Bank employees have participated in Professional Development applications, while their managers –a total of 158 people– received structured training designed to help them realize the on-the-job plans of their subordinates.
- Mentoring programmes
These programmes aim at enhancing the professional development of experienced executives, by assigning mentor roles to managers who have no direct hierarchical relation with the participants. This methodology focuses on enhancing the participants’ skills, encouraging cooperation among units and expanding knowledge about the Organization. Moreover, it helps “mentors” improve their own personnel guidance and development skills. On the Bank level, the mentoring programmes have been attended by more than 153 mentees and 102 mentors, emphasizing on professional specialization units.
In Eurobank, training is fully aligned with the strategic targets of each business unit. The programmes offered cover an exceptionally wide spectrum of knowledge, qualities and skills that are pertinent to each employee’s role, as well as to the management challenges that those on positions of responsibility are called to deal with.
The aim of offering targeted training is pursued through the development of Learning Plans per position. This is a detailed mapping of all the training programmes that correspond to each role, on the basis of the experience, knowledge and skills required by each role. In Greece, most of the Bank’s business units have structured learning plans per position in place.
In Greece, special emphasis is placed on Bank of Greece Certification, through the provision of targeted preparation training courses to the people who sit at the relevant exams. Moreover, in 2012, the Bank continued to implement the Internal Certification programme on Small Business Banking, in cooperation with the Hellenic Banking Institute (HBI). This programme has been designed for Branch Network managers, as well as experienced Small Business Banking Advisors. A similar Internal Certification Programme has also been developed in the field of Corporate Banking, and is attended by experienced Corporate Banking Account Officers. The systematic training offered by the Group demonstrates the value attached by it to the existence of certified knowledge, which is instrumental to the development of employees and the enhancement of the customers’ trust.
Developing further Eurobank executives’ leadership and management qualities is one of the Group’s strategic priorities. The Group has been offering training programmes that are designed and implemented in collaboration with established educational organizations such as ALBA, Harvard Business Publishing, the Athens University of Economics & Business, the International Hellenic University etc.
More specifically, the following programmes are offered:
- Eurobank - ALBA Leadership Development Programme: for the Group’s mid-level and senior executives
- Harvard Business Publishing: designed to enhance the leadership and management skills of executives across all management levels within the Group
- Business Administration Programme in partnership with the Athens University of Economics and Business and the International Hellenic University for Branch Network executives
- Eurobank - ALBA In-house MBA in Financial Services: a groundbreaking 2-year internal postgraduate course for the Organization’s executives
Moreover, the implementation of a specialized training programme titled “Combating Fraud”, which is addressed to all team leaders, was brought to conclusion. The objective of the programme, which is available in Greece and in the countries of South-eastern Europe, is to establish a single culture on fraud-related issues, as well as the relevant prevention and suppression mechanisms.
Modern workplace requirements, along with the employees’ considerable familiarization with the use of computers and electronic means of communication, have made it possible to enrich training methodologies. Many of the available programmes are implemented through the blended learning method. Thus, participants are enabled to manage their training times (on a 24-hour basis, 7 days a week, from any place with Internet access), also offered flexible learning and a way of connecting theory to practice.
Finally, it is also worth noting that certain pioneering programmes were internally developed in Greece (Life Skills, Time & Stress management and Work Life Balance) with the aim of improving the employees’ self-awareness, positive attitude and psychology, in order to help them deal with the adversities of the economic crisis.
Focused on the employees’ need for direct and essential information, as well as on enhancing transparency in regard to professional development and training issues, two intranet sites have been developed and are being utilized: the first is about Professional Development and the other is about Training. These are two innovative sites, not only in terms of content, but also in terms of functionality, that offer comprehensive information about the relevant programmes, tools and procedures.
Training Man-Hours 2012
Trained to Total Employees 2012
e-learning to Total Training 2012