Letno poročilo 2009.pdf - UniCredit Banka Slovenija dd

The share of internal trainings was 28 % and comprised the followingtopics: products and processes (a total of approximately 68 % ofall internal trainings), the introductory seminar for new employees,titled “Welcome Amongst the Best” (a total of 17 % of all internaltrainings), communication skills and collection skills (a total of 15 %of all internal trainings).Introductory seminar “Welcome Amongst the Best”, the purposeof which is faster and easier inclusion of the new employees aswell as their acquaintance with the vision and strategy of the mainorganisational units and their roles in the Bank, has been conductedin the Bank since 2004. The seminar has been conducted 26 timessince its launch; 52 employees attended in 4 repeats in 2009. 5.0 %of all training hours were dedicated to this training.In accordance with the strategy and aims of the Human Resourcesdepartment, we launched the Talent Management Program in2009, which was concluded by 14 perspective young employeesin December by finishing work on the project “Family-friendlyCompany”. Within the context of the Talent Development Program,a 2-day teambuilding was organised in summer on the topic “Therole of a team leader". The Group trainer, Kerr Wells, who performsmanagement trainings for banks in the Group and has prepared 3-dayworkshop “Leadership 4 Results”, visited us in Slovenia in autumn2009.The UniCredit Group’s orientation is to organise in its subsidiariesas many trainings as possible with its own trainers. For this purpose,the Group conducts relevant “Train the Trainer Training” which wasattended in 2009 by 11 employees from the Bank, trained especiallyin the area of sales and risk management.A 40-hour English course with the emphasis on banking and financialterminology was attended by 36 employees, which represents 7.60 %share of all education hours in 2009. Training for the use of MSOffice programs Excel and Access was attended by 56 employees,who spent 1,045 hours in workshops or 5.3 % of all training andeducational hours in 2009.In the area of obtaining licenses in 2009, one employee obtainedstock exchange license, 12 employees passed the exam for sale ofinvestment funds and 18 employees successfully passed the testof expert knowledge, necessary for performing insurance mediationoperations. As of the end of 2009, there is a total of 85 employeesholding a license for sale of investment funds, 42 employees alicense for insurance mediation, and 10 employees a stock exchangelicense.Within the total training and educational hours, we dedicated 65 %of them to banking professionalism, 12 % to training for the use ofleadership skills and abilities, 10 % to additional training in the areaof sales and communication skills, 8 % were dedicated to learningforeign languages, and 5 % to improving computer skills.Employee development and remunerationFor the last few years, the Bank has been systematically taking careof the development of key human resources (with the aid of theExecutive Development Plan - EDP and Talent Management Review- TMR), implemented on the level of the entire Group, and the TalentDevelopment Program which is carried out locally. The main pointof all the programs is taking care of the continuity of employeedevelopment, their skills and knowledge, as well as providing for newgenerations of capable leaders and experts, who will ensure longtermstability and bank business growth.In 2009, we were very proud of the Talent Development Programimplementation, through which we have identified the first generationof potential young experts and started training them for leadershiproles in the future. The program was completed by 14 employees andduring the program two of them already had the opportunity to showtheir leadership skills, which they now successfully demonstrate inpractise.The Group also offers the Uniquest program for which any employeecan apply and after passing the selection process in one year, theycan work together with their Group colleagues on real businessprojects of the Group for one year.We systematically take care of employee development alsowith the help of the Management by Objectives system, the keycharacteristics of which are: joint objective setting (leader-employee)with each employee and mid-year evaluation as well as providingfeedback on work performance.The annual development interview, as part of the Managementby Objectives, is implemented at all organizational levels andwe consider it to be a competitive advantage, as assessment ofbehaviour and skills is the foundation for such an interview. Theresult of the Management by Objectives approach is better familiaritywith the goals and strategy of the Bank and of the individualorganizational units and therefore greater employee satisfaction.At the same time, the remuneration system also is connected toachieving individual goals.Survey on Employee EngagementSince 2006, we have been conducting a survey on employeeengagement (People Survey) within the UniCredit Group, whichpresents the key element of our model of employee managementand their skills and knowledge. Therefore, we conduct the PeopleSurvey each year, and we thus measure continuously the progressUniCredit Bank · 2009 Annual Report 153