A Leading Bank in the Middle East Appoints Protiviti to Develop a Talent Management System and Career Management System
The bank had internal flaws which required attention to ensure employees’ engagement towards its new strategic direction.
Integrate competencies within the job description & conduct an assessment for middle management executives to identify training & development needs.
We worked with bank’s IT department to utilize the current HR-ERP to automate deliverables like Competency Framework and Employee Development Plans.
A leading bank in the Middle East with a strong presence in Wholesale, Personal and Investment Banking appointed Protiviti’s Human Capital Consulting Practice to develop a Talent Management System and a Career Management System.
The bank had launched its 5 year strategy and aspired to be one of the leading regional banks that ‘everyone wants to work for, do business with and invest in’. However, the bank had internal flaws which required attention to ensure employees’ engagement towards its new strategic direction. It had an incomplete competency framework which failed to capture core technical competencies for the bank’s various job families.
This did not help when it was time to update the bank’s job descriptions to reflect the skills required by each position holder. Additionally, no clear career paths linked to the competencies were identified for the bank’s positions. For that reason, the client wanted to integrate updated competencies within the job descriptions and conduct a detailed assessment for the middle management executives to identify training and development interventions.
Our mandate was to help the bank have an integrated Talent Management System by ensuring that competencies (behavioral and technical) are easily updated, identifying linkages/ dependencies of the competency model in current HR processes, and conducting a detailed assessment of the required competencies which executives must possess to identify training and development interventions. Our agenda also included helping the bank in identifying and retaining key talent and building a dynamic middle management talent pool for critical positions.
Our value add in this engagement was working with the bank’s IT department to utilize the current HR- ERP to automate deliverables such as the newly developed Competency Framework and Employee Development Plans. We also conducted knowledge transfer sessions to develop internal assessment capabilities by identifying champions for various core competencies who can constructively add value to employees.
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