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« In line with its strategic objectives and despite the health crisis of Covid-19 and the restrictions it brought in 2020, the Group has pursued its efforts aimed at establishing a modern system for the development and retention of its human capital; the vision is to be a reference employer in all its operating markets. »
Ferdinand NGON KEMOUM
Chief Executive Officer of Orabank Group
Human Capital Strategic Roadmap
2016
- Definition of a new road map for the Human Capital
2017
- Consolidating the management of Human Capital and its organizational structure
- Finalization of job mapping
- Performance-based compensation system
- Pay Software (Sage X3)
- Succession plan for all management positions
- Charter of professional equality
- Establishment of a talent and career review committee
2018
- Continue strengthening of control system
- Operationalize management manuals
- Comply with Basel 2 and 3
- Reduce the overall portfolio degradation rate to less than 12% in 2018
- Deploy auditable information systems and reporting tools by subsidiary
2019
- Inculcate Culture Compliance
- Inculcating the Risk Culture
- Develop the culture of control and self-control
- Improve portfolio quality
- Ensure enhanced legal protection of the bank
2020
- Evolution of the organizational structure of the holding and subsidiaries
- Updating of the Charter of the Human Resources and Compensation Committee
- Design and implementation of new training modules and a “Sales Academy” on the Group’s digital campus
- Design and validation of a program for the development of young managers (program for the N-1 members of the entities’CODIR)
- Implementation of a first round of assessments for candidates for various positions (for recruitment processes)
- Training of Directors and Leaders on the theme «The Board in Crisis Prevention and Management»
2021+
- The deployment of new modules and educational content at the digital campus level
- Conduct of a staff engagement survey on all Group entities
- Finalization of the Group’s job and skills repository
- Deployment of the “Performance Management module” of our SAGE HRIS
- The deployment of the young managers development program
- The conduct of salary surveys and salary reviews at the level of certain entities of the Group (Senegal, Burkina Faso, Côte d’Ivoire, Benin, Togo in particular)