In 2021, staff development policy in the Bank was carried out in the form of developmnet projects, closed (external nad internal) training courses, open training courses, language classes and post-graduate studies.
Our priority in 2021 was to continue supporting our staff during the pandemic and to cascade and support the Bank’s new strategy. We continued our efforts as a part of the project Remote Work Week, which consisted of the provision of psychological support, webinars, workshops, materials to support employees in the new situation, maong other things.
Additionally , in the first quarter of 2021 we conducted a Value Match organisational culture survey at the Bank. As part of the study, we defined our current and target organisational culture. We invited the Management Board, top managemnet and non-management personnel to participate in they survey. Based on the results of they survey, we designed a number of activities to bring us closer to the target culture, including a new leadership programme and projects in the area of effective management model, such as support for the matrix work structure and disciplinary work.
We organised remote psychological and therapeutic consultations with HR managers, who have experience in working as psychologists , coaches or therapists. In 2021, we also offered a Power Bank service to supportemployees during the pandemic. The service included training on holding remote meetings and elements of broader support in the form of dedicated faciliated meetings in samll groups of three to six people. Also very popular was the EAP 24 service – a professional source of information and support for employees and their families.
In 2021, we made the following training courses available to employees on the e-learining platform (elearining.bgk.pl): „Data protection in marketing”, „Negotiations”, „The art of presentation”, which addressed current specialist and general development needs.
In 2021, we implemented a „Talent Bank” development programme addressed to key employees who have the potential to become ambassadors of change and support the Bank’s cultural and process transformation. We also focused on increasing employee engagement and preparing poteintail succesors in the organisationss. Within the programme, we conducted: 32 onsite trainings (two-day minimum), 16 Business Master Classes, 14 mentoring processes, and 24 coaching processes. The programme also included CSR elements, work in project teams and workshops panels with the Management Board. We appreciated persons with the highest C+ rating for 2020, we held two events in the fall of 2021 – one in September – a meeting with memebers of the Management Board on which the business model was disscussed, and a meeting with a motivational speaker.
In 2021, managers participated in development activities based on leadership skills. These included: Leadership Academy by Maxwell and Leadership of the Future. Leadership of the Future is comprehensive development programme that supports the implementation of the Bank’s startegy for 2021-2025 by developing leadership competencies that are necessary for its application. In the programme, participants attend workshops, tarining sessions, individual and team coaching, and e-learning courses. In 2021, we launched two development tracks as part of the programme – for senior and middle management staff.
Employees in expert positions participated in numerous specialist and general training courses, MS Office training and development programmes, such as „Lawyer in World 4.0”.
In 2021, we also launched two internships programmes: Internship Bank and Development Beyond Borders.