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AfrAsia Bank Limited and its Group Entities
Annual Report 2015
page 75
Talent management is key to a business’s success in this era
where employee mobility is the norm; it is critical for leaders to
face the challenge of not only attracting but retaining the best
and brightest talent on the market. One of the most effective
methodologies is to leverage on the autonomy and engagement
of employees, achieved through:
established reward and incentives programmes; these offer
financial and non-financial rewards for a job well done, for
instance, performance bonuses or weekend breaks in hotels;
empowering team leaders to hold frequent team-building
activities and events; and
providing ongoing employee welfare programmes, such as
Women’s Health Month, health talks and awareness sessions.
These events help build our unique culture and create a strong
feeling of belonging in the employment relationship. The Bank
introduced many of these critical elements from day one and
new ideas have developed over time as the business grows and
our workforce becomes more diverse. Fruity Friday, still remains
a favourite for many employees.
Good communication helps to ensure that our people are kept
up to date with changes and developments. The CEO holds
regular face to face ‘road-shows’ so he can personally update
everyone on key achievements throughout the year. These
events have a really positive impact on the business as a whole,
as his open presentation style encourages participation and
allows for questions from the floor at any time during the event.
It is natural that as the Bank grows it is increasingly difficult
to build and maintain good interdepartmental teamwork, as the
face to face interaction with colleagues becomes less frequent.
Regular social activities, good leadership, along with frequent
training, help to achieve this.
Retention factors include leadership, the availability of learning
opportunities and the potential to move upwards along the career
path. The recruitment of a dedicated resource for learning and
growth has allowed the continued development of strategies to
ensure needs are identified and addressed, as well as having the
right people in the right jobs.
Succession
Planning
Recruitment
and
Selection
Career
Management
Training and
Development
Leadership
Development
Strategic
Planning
Reward and
Recognition
Performance
Management
TALENT
MANAGEMENT