- procedure for classroom group training, remote training and e-learning,
- procedure for individual training, national training, certification courses, language courses, postgraduate studies and MBAs,
- training needs survey.
Pekao Group is nurturing its position as an employer of first choice. We are building a modern Pekao, so we are creating a culture in which we value initiative and boldness in taking on challenges. We are committed to acting as one strong team: to support one another with our knowledge and experience, so that together we can create a dynamic and responsible bank that moves with the times and actively influences the environment. Our priority is to attract talented candidates with the right professional profile from the market and to retain the Bank’s best collaborative, entrepreneurial and innovative employees who will lead the Bank through change and chart new directions. To make this possible, the Bank conducts structured activities to ensure appropriate working conditions conducive to increasing employee motivation, satisfaction and commitment. An important goal of the Bank’s HR policy is to invest in the development of the skills of all employees with a strong emphasis on developing the competencies of the future. The identification, review, verification and development of current and future leaders remains a priority for development programs. The Pekao Group and the Bank create opportunities for individual professional development of employees by investing in training and improving competences and skills. In creating a friendly work environment, the Bank conducts employee engagement and satisfaction surveys, cooperation surveys and other forms of effective dialogue with employees to continuously improve working conditions, communication and employee relations.
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Training and professional development
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The Pekao Group and the Bank create educational opportunities and provide access to various forms of training for their employees. The Bank’s educational programs include local training and general development webinars, international training and programs, mentoring, internal and external coaching, certification training (among others, CFA/ACCA/CIA). The main internal regulation in this area is the Policy on the Training and Raising of Professional Qualifications of Employees of Bank Polska Kasa Opieki Spółka Akcyjna adopted by the Bank’s Management Board.
Formation of competencies and skills
- dissemination of specialist knowledge among the Bank’s employees, in particular development of future competencies,
- development of sales skills,
- implementation of cyber security training,
- leadership development – training for managers,
- implementation of mandatory training programs arising from internal and external regulations.
The Bank thus continued to implement training projects connected with the enforcement of its business strategies. Training targeted at high-potential employees and introductory training for new employees was held. In 2023, the Bank implemented more than 227,000 hours of synchronous training (classroom and virtual classrooms), in which nearly 11,000 employees participated. The courses and training in the e-learning formula were provided at the level of 279,000 hours.
Key initiatives
The Bank has been investing in the development and education of its employees for years, enabling them to improve their competencies by offering participation in a wide range of educational programs with a strong focus on developing the competencies of the future and supporting innovation.
Key initiatives that were conducted in 2023 include:
Comprehensive training project focused on the development of key competencies that will become the foundation for success in the modern work environment. The next edition, prepared by an experienced staff of experts, includes a series of webinars and workshops, as well as dedicated materials to expand selected future competencies.
Including such training courses as: SPIN® Selling – Understanding the Customer, PREMIUM Relational Selling Model, Advanced Business Negotiation, Business Advisor Academy, Credit Academy, Sandler Academy for SME, and Relational Selling Model to Strategic Customers. The aim of the project is to support the implementation of proven and effective sales behaviors, improve competencies in the area of up-selling, reaching new customers, conducting meetings and dealing with difficult situations. The knowledge and skills acquired are perfected during practical workshops.
The purpose of the training is to acquire the ability to conduct customer cash service and cash handling at the cash register using the OmniCash system, in which it will be possible to handle customer cash transactions, as well as other cashiering activities.
Aimed at incorporating a motor insurance product into the Bank’s offerings.
Training addressed to Sales and Customer Service Specialists. During the training, employees have the opportunity to acquire, verify or deepen their knowledge of the possibility of recognizing the authenticity of Polish and foreign currency signs. Employees will learn methods of securing Polish and foreign currencies and the current legal regulations on the circulation of means of payment.
Continuation of the program that makes it possible to develop digital competencies, use automation on a daily basis, that teaches how to build robots on one’s own for one’s own needs. A proprietary training program developed and delivered by our practitioners in cooperation with a partner – the world’s largest provider of automation solutions.
Series of training courses through which any employee can learn the necessary agile competencies and process optimization through two paths: Agile and Lean. Each path supports competencies and makes it possible to bring out potential and gain efficiencies in one’s specific role related to process improvement and optimization. The program of training, exchange of practical knowledge and coaching is aimed both at people working in Product Teams and all employees, potential stakeholders of agile methods.
Series of trainings aimed at increasing awareness in the area of Cyber Security, safe use of modern technologies. The program is carried out in cooperation with experienced market specialists who discuss specific real-life examples and methods to counter various cyber security incidents.
We have completed the implementation of development activities within the development path of the 1st edition of Talents Up, including mastermind sessions, job crafting sessions – group and individual, individual coaching sessions, a series of workshops “How to consciously navigate emotions and thoughts using development techniques”, project/job rotation, Agile in theory and practice – a specialized course.
Leadership development - training for managers
The Bank’s priority is to continuously develop and expand the competencies of its executives so that they can meet the challenges of the changing reality, both in business and social terms.
- Leadership Academy and Retail Manager’s Academy – training programs designed for the Bank’s managers, who play an important role in the organization’s operations and have a direct impact on the effectiveness of business objectives, organizational culture, the Bank’s market position and customer relations. The programs make it possible to acquire knowledge in a systematic way and translate it into concrete skills on an ongoing basis. The 5th edition of both programs ended in 2023.
- Leader of change – the program aims to introduce managers to what it means to build a position as an inspiring leader of change in a VUCA (Volatile, Uncertain, Complex and Ambiguous) environment. The training program makes it possible to understand what authentic and natural leadership and management is and develop a practical, personal leadership and management style. It is designed for those who have completed the Leadership Academy or Retail Manager’s Academy.
Development programs and initiatives
The priority of the Bank’s development program is to identify, review, verify and develop present and future leaders. Employees can benefit from development initiatives aimed at supporting professional development, skills, knowledge and competencies, as well as take part in initiatives to strengthen commitment.
- Succession plans which are of fundamental importance to ensure the continuity of employment at strategic positions, the implementation of long-term projects and the minimization of operating risks,
- annual evaluation system: the process of evaluating the Bank’s employees, which includes the evaluation of competencies and potential as well as the planning of individual development and business goals,
- assessment Centre/Development Centre sessions – an evaluation of professional potential; its results are used in decision-making processes related to employment, promotion, and employee development,
- team Atmosphere Survey – the survey makes it possible to make an in-depth diagnosis of the factors affecting the atmosphere, cooperation and organization of work. The purpose of the survey is to learn about areas that still need to be strengthened and to plan activities that are appropriate to the specific challenges of a particular team.