Aleksey Iyodko
Promsvyazbank, Executive director on personnel staff issues
I will refrain from commenting on behalf of other banks though will state that our credit organization finds important the issue of training and development of its personnel. With this regard we invest sufficient funds in all types of trainings.
Our employees have the opportunity of training within the scope of their professional knowledge and skills, their soft skills as well as the possibility of attending conferences and forums. Business literature electronic library of one of the leading Russian publishing houses is accessible for them. Any employee has the opportunity to visit trainings of improvement of their personal skills, communicative competences and software knowledge during work hours.
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Aleksey Stepanov
Alfa-Bank, Director of Corporate Training and Development
Undoubtedly, the dream of every employer is to get an employee, who will start working efficiently on his/her first day of employment and an additional training for skills development will not be needed. But this dream is too far away from reality in such a complicated aspect of business which is banking, where processes and technologies, products and services as well as regulating legislation have time to become obsolete earlier than compared to the period during which the employee managed to absorb the necessary volume of knowledge.
That is why the banks are more than ready to invest in development of their own employees. Still, in this issue there is the other side of the coin: - how far the employees are ready to train themselves and obtain knowledge. Since any investments in business should bring profit and be efficient then the future is for unique formats of training and development. The mentioned formats are applicable for active employees, who are ready to independently improve their knowledge and bear responsibility for their self- training. Those can be electronic courses, non-standard programs, libraries of knowledge or open attendance courses led by the internal experts of the bank.
In our bank we absolutely believe that the best training is when one timely receives new and interesting tasks at work. This means that the role of the manager in the mentioned process could not be underestimated, since the manager correctly understands the needs of his/her employee and acts in the role of employees coach. That is why the contemporary approach towards training and development as well as investments should be strongly focused on such target audiences as team leaders.
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Mikhayil Yanchuk
BINBANK, Director of the Department of Strategic and Corporate Management
Some are ready but not all. To my expertise assessment some 80 to 90% of banks train their personnel this way or the other. Though not more than some 15-20% of banks invest in their personnel. Why this happens? Not every system of training could be entitled as an investment into the personnel. For example: there exist mature systems of trainings on the corporate university level (here I mean the system itself but the decorated name of the department of training). This kind of system could be called as investment into the personnel. Whereas there are banks in which the training exists only on the level of distance training or in the format of webinars. That could not be called as full value training since kind of formats do not have the ability of formation and development of skills of the personnel. That is plain informing.
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