employees received training within the year
of successful results at graduate banking training
of the payroll is dedicated to training
matching rate between profiles and positions
welcome trainees in internship
Recognizing the challenges facing banks in an increasingly competitive and risky environment, the Orabank Group places particular emphasis on the development and strengthening of its human capital. Thanks to the implementation of the training actions initiated by the holding company and its subsidiaries, a total of 1569 employees were trained at the Group level in 2019, with an average rate of 80.26% of trained persons.
Orabank is committed to developing the employability of employees through a continuous process of skills development. A budget of 5% of the payroll is allocated to the training plan. In this envelope, part is left to the local HRD of the countries for the organization of certain training courses. The selected training programs must meet individual and collective needs while remaining in line with the Group’s strategy and client expectations. The Group is committed to a review of training plans, rationalization of associated budgets and alignment with the needs of the implementation of the development strategy.
Graduate training courses are made available to all staff of subsidiaries. The majority of the requirements covered are operational or technical training, but they are increasingly moving towards cross-cutting areas: management and leadership, risk management and culture, regulatory, legal and governance and CSR-related developments or personal development issues.
Development Programs and Strategic Partnerships
In 2018, the new Talents program format was launched to develop and maintain a powerful pool of competent, capable senior managers in DG & DGA branch/branch positions and functional positions in Holding. 11 people from 9 subsidiaries of the group have joined this program, which aims to develop and maintain a powerful pool of competent senior managers, able to access in the short or medium term, the positions of DG & DGA subsidiaries/branches and functional positions at the Holding.
In 2018, several training sessions were held in Lomé with ESSEC Paris and Paris. The new format continued in 2019, with a last training session with ESSEC Paris (partner school in this program) and the implementation of the components “Transversal development / situational and practical demonstrations” and “coaching (provided by the N+1)”. The “Mentoring” component will be implemented in 2020.
A “Young Managers Development Program” was developed in 2019 and will be submitted for validation for deployment in 2020. It aims to equip young team managers to play their role effectively.
Major Schools Programs
The Orabank Group has set up a program for the Great Schools. In order to develop the attractiveness of young graduates and strengthen its image, the Group sponsored the CESAG Master Bank Finance Career Day and participated in a conference on the theme “Financial Markets and Financing the Economy: strategy, information, governance and regulation” and a business round table.
Although the total number of trainees admitted to the Group has decreased somewhat, we note that in Gabon, Côte d’Ivoire, Mali and Niger, the number of trainees has increased more in relation to the number of projects in progress and the activities of the front office.
Digital campus project (digital-learning)
In 2019, the group deployed its digital campus. Launched in July 2019 and accessible to all the group’s staff, this platform offers some twenty training modules and educational content including:
- a customized module on corporate culture (Orabank platform);
- a customized module on anti-money laundering and anti-terrorist financing.
This powerful tool aims to make each employee more self-reliant, in the development and strengthening of his or her capabilities. In 2020, numerous modules and educational content will enrich the platform’s offer, including a full CSR program.
In order to create a pool of young talent and to contribute at the same time to the professional integration of young graduates, the group decided to conduct “school actions” and set up in 2018 a standardized and structured professional internship policy to welcome the best students of the schools, and thus build a pool of potential human resources for the organization. It was circulated within the Group with concrete implementation in 2019, notably at the level of the Senegal branch and the Oragroup holding company.
The Group received 1,073 trainees in 2019, up from 994 in 2018, an increase of 8%. In order to facilitate the implementation of the professional internships, the group has engaged in discussions with CESAG and the Catholic University of Central Africa (UCAC) in Yaoundé with a view to signing partnership agreements.
The school activities consist of organizing an event in partnership with a reference school in order to raise the awareness of the group, its products and services, to raise the awareness of the bank’s professions to students and young graduates, as well as the human resources needs of the group and to present the system set up by the group to promote the professional integration of young graduates.
In 2019, the group sponsored and actively participated in the career day of the Master Bank Finance of the African Center for Higher Studies in Management (CESAG).
Other training programs deployed
- Improved audit function management
- Commercial communication
- The ITIL Foundation theme for IT specialists in the Information Systems Directorates
- The impact of the Basel 2 and Basel 3 reforms on the HR function
- IFRS 9 for Directors of Administration and Finance
- Business Continuity Plan for Business Risk Managers
- Collection techniques
- Credit Management Certification
- The “Basic Treasury” for Treasury, ALM and Subsidiary Supervisors
- The “ALM Pro” tool
- The obligations and responsibilities of a publicly traded company.
Performance and Career Review
Orabank is committed to training employees in the trades that meet the needs of customers (digitalization and customer care). Orabank must help the bank shift its business to meet tomorrow’s expectations. In the competitive environment of the bank, groups need specialized profiles to maintain their operational and innovation capabilities and R&D performance. The Group has technical or specific needs with specificities in the IT and digital banking trades.
In February 2017, the Executive Team Evaluation Report was presented to the Board of Directors and individual training plans will be proposed to meet each other’s development plan. In 2018, an evaluation of the new posts was carried out in the JEM (Job Evaluation Manager) base and a re-evaluation of some posts in the context of the Group’s evolution.