Corporate Social Responsibility Report 2008 As ... - Access Bank

Corporate Social Responsibility Report 2008
values, and largely informs the Bank’s commitment to
provide support for all its staff to undertake various
professional training and exposure. Continuous learning
remains a prerequisite for ensuring and sustaining high
performance across the Bank.
Access Bank Plc seeks to build a rewarding career for its
high performance team through appropriate training and
developmental programmes.
ENSURING EMPLOYABILITY AND SKILLS
DEVELOPMENT
Access Bank Plc recognizes that training and development
are activities that both support the future success of the
business and ensure the continued employability of our
employees.
Access Bank, amongst other activities that align with
global best practices:
• Provides training and development opportunities for
its employees.
• Has structures and systems in place supporting
deliberate growth and development of individuals, for
example on-the-job training and job rotation.
• Promotes knowledge management and organizational
learning, for example, a deliberate system to ensure
that employees have learning opportunities and
access to necessary knowledge.
• Conducts regular job appraisals. For instance,
monthly, quarterly, bi-annual and annual job
appraisals between line manager and the individual,
supported by job specific performance reviews, skills
needs assessments and the annual collegiate appraisal
system.
Incentive schemes designed to meet the circumstances of
each individual are implemented whenever appropriate.
These schemes include bonus, promotions and employee
share investment trusts.
STAFF TRAINING
The objective of staff training in Access Bank Plc is to
build employee skills and knowledge through investments
in training and development, and to ensure that training
supports key organisational performance objectives and
adheres to high standards.
The training and exposure of staff, for various levels of
employees, incorporates formal professional training at
the world’s leading business schools and exchange
programmes. Where relevant, employees spend between
one week and a year on professional attachment to our
partner global financial and development finance
institutions.
In selecting the training programme employees will
undergo, the Bank approved a curriculum plan which
defines the minimum competency requirements for staff
at each job group per skill pool. The plan is for all staff
and is aimed at developing appropriate business and
general management competencies in job delivery by
identifying relevant training programmes required for high
performance across the Group.
The Group draws extensively on training programs around
the world. Training courses were offered to employees
both locally and overseas in the year under review.
Within the period under review, a total of 1,205 of the
Bank’s workforce received 29,039 hours of training locally
and internationally.
EMPLOYEE TRAINING ANALYSIS
Staff category Support staff Officer Mid Mgt Mgt Senior Mgt Exec. Mgt
Number of staff trained 136 866 124 44 30 5
No of training hours 2520 18929 3424 632 2950 584
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