Formation of a new business model in the banking business

Formation of a new business model in the banking business

Q: At a time when expertise retention is important, how can banks be sure that they’re hiring and retaining one of the best candidates and employees?

As a result of altering dynamic of the sector, we deal with planning for the abilities wants we’ve, whereas staying alert always to new applied sciences and tendencies, to make sure we’re on the forefront of developments.

David López Puig, Head of Human Sources and Member of the Administration Committee of CaixaBank

CaixaBank It just lately authorised its new Strategic Plan 2022-2024, the place, as you’d anticipate, the personnel aspect is among the most vital issues. We’re a financial institution for the individuals and for the individuals.

We face a really advanced context, at a time of nice change, which is of course difficult for us and all different monetary establishments.

Furthermore, we’ve simply accomplished the most important merger within the historical past of the Spanish banking sector. A merger that went by efficiently because of everybody’s arduous work, which introduced collectively the abilities that got here out of the 2 corporations.

In opposition to this background, we’ve to make sure that we’ve the abilities to face a really demanding working surroundings. To start with, one of the simplest ways to draw and retain one of the best candidates and workers is to have an thrilling undertaking for the long run, similar to main the transformation of the monetary sector. Second, we have to create and keep a piece surroundings that develops expertise and enhances the long run potential of workers.

Q: Turning now to working strategies, what’s your pondering on what kind of mannequin would work finest?

We deal with flexibility. Good Work shouldn’t be primarily based on working remotely, however relatively on making use of the pliability that permits professionals to stability their work and private lives. This implies guaranteeing digital disconnects – workers’ downtime – and creating areas that encourage teamwork and innovation.

We’re an organization that’s dedicated in its DNA to staying near prospects, offering them with a top quality service. So, face-to-face interplay is vital.

Now we have versatile measures in place for all workers, to make sure that this stage of customer support and engagement is maintained.

For CaixaBank’s company providers, we launched a hybrid, versatile mannequin that unlocks the choice to work six days a month from residence, and the pliability to maneuver the beginning of an worker’s shift time ahead or backward by as much as one hour.

This mannequin permits groups to work together socially and helps construct a way of group and closeness at a key time in cultural integration after integration. It additionally strengthens groups and promotes cross-disciplinary work, alternate of concepts, studying, skilled growth and the power to innovate.

We even have a digital disconnect coverage, to verify employees break instances are absolutely revered.

To make sure efficient implementation of this mannequin, we’ve supplied coaching on methods to lead blended and agile groups, on collaborative instruments, and we set up worker suggestions classes, to verify we’re heading in the right direction. Steady enchancment primarily based on outcomes and on participating with and listening to individuals, can also be a defining function of our personnel administration coverage.

Q: By way of the purpose, aligning values ​​with the following technology, how do you assume CaixaBank’s company values ​​align with theirs?

Our company motto “You and I Collectively” and model goal “Stand for individuals in the whole lot that issues” are extra related than ever, and align with a rising concern for the surroundings, sustainability and variety. For us, the thought of ​​Function has impressed us from the start – over 100 years in the past, now. “la Caixa” – the unique title of CaixaBank – was created to reply to social wants, a mission we nonetheless perform at this time.

One of many three aims of our new strategic plan 2022-2024 is to be a European chief in sustainability by selling the power transition for corporations and society, driving optimistic social change, enabling monetary inclusion and being a benchmark in governance.

We have constructed this dedication into our tradition and our price proposition, which incorporates sustainability, variety and inclusion.

Q: On staffing, given the necessity for brand new applied sciences and expertise at this time, do you assume organizations ought to change their choice processes and the way in which workers are assessed?

It is rather vital to begin with the preliminary step. Organizations should analyze what they want when it comes to worker expertise and sorts of expertise to satisfy their challenges. It isn’t a easy activity at first, and have to be reviewed frequently to plan the mandatory sources.

The arrival of recent applied sciences and tendencies definitely brings with it new expertise. In a corporation like ours, after merging with Bankia, we’ve to prioritize our efforts in figuring out and evaluating workers and their expertise, in order that we will conduct rehabilitation and ability growth applications that permit them to carry out new duties. This permits us to offer new growth alternatives for our workers, outline profession paths, and so forth. Now we have additionally resorted to exterior recruitment to recruit these expertise that we lack and which can be troublesome to develop by inside growth programmes.

We are actually at some extent the place we nonetheless want a specific amount of formal training, however buying sure expertise has undoubtedly change into extra vital in our choice processes.

Q: Coaching supplied by organizations internally is turning into extra vital to re-skilling and upgrading workers. How does CaixaBank meet this problem?

Internships, no doubt, play a number one position and are the software organizations depend on to cowl the abilities they want with the staff they’ve. At CaixaBank, we belief our groups and need to tackle future challenges with them, leaving nobody behind. This requires coaching.

As a result of altering dynamic of the sector, we deal with planning for the abilities wants we’ve, whereas staying alert always to new applied sciences and tendencies, to make sure we’re on the forefront of developments.

As soon as demand is recognized, we analyze which of those expertise are current inside the financial institution. We will do that because of the group of roles that we construct. Abilities are related to every position and relate to every particular person with a task and set of expertise. We use this data to construct a expertise map that helps us streamline inside choice processes and anticipate potential dangers ensuing from having fewer sources with sure expertise than the group wants.

Internships, by re-skilling, or upskilling, is the final piece of this puzzle. It helps us bridge the abilities hole that exists between what the corporate calls for and the provision of these expertise in our workforce.

Q: Attracting the proper expertise clearly means constructing a fame for excellence and creating one of the best surroundings for workers to develop in. How do you assume CaixaBank can change into essentially the most enticing monetary group to work in Spain?

It’s a requirement, as market leaders when it comes to enterprise, to be acknowledged as essentially the most enticing monetary group to work for.

Now we have a distinct worth proposition that displays what the youthful generations are asking for. Our place and power out there proves that we’re a number one firm, appropriate for individuals who aspire to excellence of their profession, in an surroundings of steady growth and self-learning. We’re deeply dedicated to sustainability. We’re a various firm when it comes to gender (over 40% of administrators are girls), age and disabilities. We’re additionally a monetary group, which signifies that along with CaixaBank we’ve a number of subsidiaries with diversified actions, and due to this fact we will provide choices to take completely different profession paths, by altering jobs with out leaving the group. And at our coronary heart, we’ve been socially dedicated since our founding.

These and different components make our price proposition enticing, which is why we focus our efforts on highlighting it within the job market.

To learn different articles written by CaixaBank on this collection, see under:

What you need to know about the digital euro

The battle for the next generation of private banking

Banking the future – key considerations for success

Strengthening the banking sector in Europe through consolidation

Sustainable banking is on its way to maturity


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