HUMAN CAPACITY DEVELOPMENT

Our objective at HCD is to develop staff capacity to a level where they become the Bank’s competitive advantage in meeting it’s desired goal.

We seek to achieve this goal in two broad ways: Learning and performance management.

LEARNING

We dare to move from the conventional “training” to learning. This is because we believe that the end product of everything is learning and a man can only truly make an impact if he learns something. Learning for us is a continuous process and takes different forms. Thus, we have painstakingly put together various interventions to address staff’ competency requirements.

Induction programme: This involves an eight-week training programme for successful candidates (new hires). During this period, they are taken through various learning sessions which seek to develop them intellectually, morally, physically and even spiritually.

Formal Learning Interventions: These comprise of a host of programmes aimed at addressing staff learning needs. In partnership with seasoned facilitators, we expose members of staff to learning programmes for current and anticipated job responsibilities.

Informal Learning Interventions:
These consist of a series of in-house knowledge sharing sessions, on the job training/rotations, teaching and mentoring.


PERFORMANCE MANAGEMENT

To encourage and stimulate continuous improvement, we ensure that staff performance is measured on a monthly basis. At the end of the financial year, a more comprehensive appraisal is also carried out on each staff/department.

The fallout of this determines the ultimate career path of the staff. Ultimately, staff career path in the Bank can be determined and planned right from entry into the Bank