In our advertisements addressing you, potential CSOB employees, we often mention the "opportunity for further education and personal and professional growth". What exactly lies beneath this phrase however? We assume that for many of you this is a very important aspect that can have considerable influence on your motivation to accept a job offered you in our bank.
In accordance with the values of CSOB, we give our employees maximum support in developing their knowledge and skills, and we create the prerequisites for their career growth in the CSOB Group, or in the parent company, KBC.
System of Education
The system of education in our bank responds both to the current needs of the bank's business and operation and to the long-term goals for the bank's strategic development. At the same time however it respects the needs of individual development of employees and managers within the scope of their own plans for development. All educational activities consist of specific concepts for educating new and existing employees.
Educational activities take place in the form of internal and external events, in the form of standardised courses and courses adapted to the current requirements of individual professional groups of employees. The newest products include for example soft skills for managers, assistance, or specialists in headquarters. In addition to product and specialised educational events for dealers, managers, or specialists, there are also language courses and PC skills courses under way. It is becoming possible for employees to take more and more of these courses in the form of e-learning, through which all of the blanket training required by law takes place as well.
In addition to minor educational courses, we have a number of developmental and adaptive programs to help employees get by and work smoothly in positions such as client workers, personal bankers, or business bankers.
Career Planning and Developmental Programmes
In addition to their salaries, an important part of motivation for many employees is knowing when, under what conditions, and in what way their careers can grow.
These questions, asked frequently by employees, are answered by a system created for career planning which gives our talented employees the opportunity to advance their careers. At the same time, it gives the bank a tool for placing the right people with the optimum capabilities and skills in important positions.
The annual evaluation interviews are the launch mechanism for specific employees' career planning. Managers work with their subordinates to summarise the level at which set goals, requirements, and skills and capabilities arising from the position in question are fulfilled, and to plan the optimum possibilities for career, professional, and personal growth for the future. These conclusions are then the basis for an overview of nominated talented workers for future use in positions with high degrees of responsibility. The potential of the nominated employees is then mapped in the development centre, where the optimum profile (manager, dealer, expert) is determined and a developmental plan is established. In other cases ways and conditions for advancing within the division or branch (career maps) may be defined, or conditions for rotation within the CSOB Group may be set.
The Eagles, Hawks, or the international KBC Academy group developmental programmes also exist for talented workers with distinct managerial profiles and potential.