Employer of choice
Menu

« In line with the actions undertaken in previous years, the Group’s 2021-2025 strategic plan includes a human capital component. The main purpose of this area is to develop and retain human capital. For 2021, the implementation of this strategic plan has resulted in a series of projects aimed at modernizing the Group’s human capital management and achieving the objective of making Orabank an employer of reference in all its markets. »
Ferdinand NGON KEMOUM
Chief Executive Officer of Orabank Group
Human Capital Strategic Roadmap
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
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
- Deployment of new modules on the digital campus
- The preparation and launch of a satisfaction and engagement survey with employees throughout the Group
- The deployment of the young managers’ development program
- The participation of subsidiaries/branches in Senegal, Burkina Faso, Gabon, Guinea and Côte d’Ivoire in compensation surveys
- Improving the conditions of loans to staff
- Updating the Group’s human resources policies and procedures manual
2022+
- 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)