Letno poročilo 2009.pdf - UniCredit Banka Slovenija dd

Business ReportCorporate Sustainabilityeducation31,000are proud of the fact that there are 30 employees who are membersof this library and that employees have contributed a total of 100books and other literature from their own collections.No. of hours of education16,00015,20017,50019,600In 2009, we also continued with the Leadership Academy, whichenables leaders to acquire knowledge with the help of trainers frompractise and includes content, defined in the competence model. Wehave put (and will put also in the future) more emphasis on trainingsbeing related to actual needs of employees and organisational unitsand defined during annual development interviews, but we have alsofocused on the development of leadership potential of young talentin the Bank and so in 2009 the first generation of talented employeeswas already included in the Talent Development Program. As regardsthe category of work performance management our main objectiveis to improve communication and transparency of performancemanagement system.20052006200720082009we have made in our efforts to maintain and increase businesssuccess and create a comfortable working environment, whereemployees can fully express their potential, while feedback helps usto improve quality of relations and satisfaction of our employees.In 2009, over 120,000 employees from the entire UniCredit Groupparticipated in the survey and shared with us their feelings andthoughts regarding their professional lives in the Group. At UniCreditBanka Slovenija d.d., the percentage of participants amounted to83 % which is a reflection of strong commitment of our employees,which is one of our main advantages.The results of the survey performed in January 2009 showedthat, as compared to the previous year, engagement improvedin all categories, especially in training and development area,compensation package, management/ supervision of directmanagers, engagement and loyalty and our trust in the future andin the Group. Other areas that have also improved are the following:organizational efficiency, cooperation and working relationship andfairness - integrity and corporate sustainability. We published theresults of this year’s survey on engagement on our intranet site.In the area of education and development, we gave more attention tothe exchange of knowledge and experience and to their acquisitionin a different manner (e.g. internal transfer of knowledge, selfeducation);for this purpose we established an internal library with acatalogue of material, which is published on the Bank’s intranet. WeWe wanted to encourage diversity mostly through communication,directed at internal clients - employees - with an emphasis on theinclusion (in projects and decision-making) of employees with longerworking experience in the Bank. We organised three breakfasts ofthe Management and employees, who have over 15 years of workexperience in the Bank, which enabled them to present their opinion,ideas and suggestions on improvements, and discuss the Bank’sstrategy and results with the members of the Management Board.In order to increase engagement of employees who have childrenand to help them balance their professional and private lifemore easily, the group of talented employees included in TalentDevelopment Program, worked intensively during the year on“Family-friendly company” project, so that we are ready to enterthe process of acquiring a “Family-friendly company” certificatein 2010. Activities in the area of leadership continued to beimplemented with the aim of building on internal communication,also through personal contact with the Management Board andleaders of the highest organisational units (we continue withManagement and employees breakfasts, Human Resourcesdepartment began with "Open Door Policy of Human ResourcesDepartment”, we held “A Day in a Branch Office” for the thirdconsecutive year) and increased inclusion of employees into thedecision-making process and best practise exchange.ValuesIn 2009, as in previous years, we celebrated the “Integrity CharterDay” on 23 September 2009, dedicated to the discussion of sixvalues: equality, trust, respect, transparency, freedom of action, andreciprocity, which help an individual in their work and support themin their work with our stakeholders (employees, local communities,shareholders and clients). On this day, we organised workshops,where we exchanged “stories” - examples from practise, whereconcrete employees or organisational units rose to the occasion by154 2009 Annual Report · UniCredit Bank