86%

employees received training within the year

2020
2019
2018
+8%

84%

of successful results at graduate banking training

2020
2019
2018
-1%

4.55%

of the payroll is dedicated to training

2020
2019
2018
+12%

95%

matching rate between profiles and positions

2020
2019
2018
=

652

welcome trainees in internship

2020
2019
2018
-39%

Development

Career Management
Thanks to the implementation of the training actions initiated at the holding and by the subsidiaries, in 2020, a total of 1,799 employees were trained at Group level (including the compulsory training on the Group’s digital campus), with an average rate of 86% of trained people.
Orabank is committed to developing the employability of employees through a continuous path of skills acquisition. In addition to the amount allocated to « digital » campus project, the Group spent 1.39% of the payroll on staff training. It should be noted that initially, the budget allocated to training represented 4.55% of the total salary. Training expenses include not only training initiated and deployed by the Group on all or part of the entities but also training directly managed by each entity for its staff. 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.

Training programs

Development Programs and Strategic Partnerships

Talent Programs

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)”. In 2020, the “Coaching” component of this program continued, as well as the definition of the practical implementation of the “Mentoring”.
A «Young Manager Development Program» was also designed in 2020 to assist young managers in the transition from their role as technicians to their new role as team supervisors. This program will be subject to validation by the CoRH and the Board of Directors and will be deployed in the course of 2021.

Major Schools Programs and internship policy

The Orabank Group has set up a program for the High Schools (partnerships with the African Center for Higher Studies in Management, the Catholic University of Central Africa, the African Business Club in particular). This program aims to improve the employability of high-potential graduates while providing a pool of young talent to meet the human capital needs of subsidiaries. These partnerships are reflected, among other things, in school actions. The school actions consist in organizing an event in partnership with a reference school to raise awareness of the group, its products and services, to raise awareness of the bank’s positions among students and young graduates, as well as the group’s human resources needs and to present the mechanism set up by the Group to promote the professional integration of young graduates. In 2019, the Group sponsored the CESAG Master’s Finance Career Day. The school action planned in 2020 with UCAC was finally postponed to 2021 due to the health crisis of Covid19.
Also, in the context of implementing partnerships with these schools, the Group has put in place a specific policy of professional internships, in order to welcome for internships the best students from partner schools within its entities. The Group received 652 trainees in 2020 compared to 1,073 in 2019, a decrease of 39%. Although the total number of trainees admitted to the Group decreased somewhat in 2020, we note that in Gabon, Côte d’Ivoire, Mali and Niger, the number of trainees rather increased due to the number of ongoing projects and the activities of the front office.

Digital campus project (digital-learning)

In 2019, the Group deployed its digital campus. More specifically, launched in July 2019 and accessible to all Group staff, this platform offers more than thirty training modules and educational content including:
  • a customized module on corporate culture (Orabank brand platform): available since 2019
  • a customized module on combating money laundering and terrorist financing: available since 2019
  • a customized CSR training course: implemented in 2020
  • a customized training course on operational risk management: implemented in 2020
  • a « Sales Academy »: implemented in 2020
  • a « Learning Channel » on Women’s Leadership: implemented in 2020
Also available on this digital campus are various general educational content related to leadership, time management, performance management, goal setting, team motivation, etc. This digital campus is a powerful tool that aims to empower each employee in developing and building their capabilities.

Other training programs deployed

  • Training on the function « ALM » for Group Auditors
  • Training on the « Correspondent Banking & Trading » for Group Auditors
  • Training on the « Sales » function for Group Auditors
  • Training on IFRS and its impact on our business for the Group’s sales teams
  • Training on the theme « Credit activity and consumption of own funds » for the Group’s sales teams
  • Training on the Business Continuity Plan in a bank for the Operational Risk Managers of subsidiaries and staff of the Risk Directorate of Orabank Côte d’Ivoire
  • Training on the theme: « The effective implementation of credit guarantees » for Credit Managers and Officers
  • Training on the theme « The Board of Directors in Crisis Prevention and Management », for Board Directors and Executives of subsidiaries and holding companies

Performance

Performance and Career Review
Alongside the human capital development framework, the Orabank Group is committed to progressively implementing an updated performance management system; a system that ensures that everyone receives a fair assessment of their contribution and that they receive a fair return. The performance management system should also contribute to the identification of capacity-building needs and career management. That is why the Group has set up the calibration sessions and the Career Committees that are held following the annual evaluations in order to gather managers, recommendations relating to the aspirations of employees to take them into account in the proposals for evolution, promotion within the entities or throughout the Group.
Instead of individual career plans, the Group has made the option to give everyone the chance to be the main player in the development of their career. Thus, with the mapping of positions resulting from the (weighting) rating of positions, carried out in 2016 and regularly updated, each employee has a visibility on the possible evolutions (positions located above his current position) in his trade and in the other trades. Through specific training programs, the digital campus, Talents programs, recruitment and internal mobility, the Group provides each employee with the tools necessary to develop and access the desired positions over the years.