Human resources

Throughout 2006, Finance & Credit Bank has experienced qualitative and quantitative changes in its staff structure.  

      Over the past year, the staff has added more than 1,000 new employees, including 80 new employees hired by the Head Office. At the end of 2006, the total number of employees exceeded 4,000, of whom 65% are aged under 35. 75% of our employees have completed higher education.

      In 2006, the Finance & Credit Bank created the Staff Directorate tasked with developing all areas of HR management:

• recruiting
• adaptation
• training and development
• staff motivation and assessment
• HR administration.

      The bank has also outlined its staff strategy, its main objective being to create open relations between the bank and all of its employees.  
     
  Finance & Credit Bank has a program aimed at forming its internal HR pool for satisfying the bank's demand for skilled workforce. If the resources of the internal HR pool are not sufficient, job opportunities are advertised externally. To this end, the Staff Directorate has created a recruitment and adaptation department responsible for filling job openings and keeping a database of applicants.  One of the tasks of this department is to monitor the level of employees' material welfare taking into account market conditions, which makes it possible to predict staff turnover at the bank.

On February 17, 2006, the bank opened its own Corporate University designed to improve the qualifications of the bank's employees along several lines:

• induction training for newcomers
• professional training in areas of each department of the bank
• training in customer relations and sales of banking services
• training of the bank's managers along the lines of staff management, project management and personal effectiveness.

      Instructors of the Corporate University provide on-site training in the regions for branch employees and conduct trainings in Kyiv. Additionally, the bank provides extension learning for professional enhancement of the bank's branch employees. A required element of managing the knowledge of the bank's staff is effectiveness assessment of investments in human resources. Through such assessment the bank defines priorities of staff development and training.

      The bank pursues active cooperation with institutions of higher schooling with a view to forming its HR pool. Graduating students have the opportunity to acquire the necessary practical skills in the field of economics and finance, and do so free of charge. 27% interns of the 2006 program have been hired by the bank.

      A key task of the Staff Directorate is to create conditions that would provide maximum motivation to bank employees. This is why we use methods of both moral motivation (general recognition, development, comfortable working conditions, corporate events) and financial motivation (performance bonuses, loans on preferential terms, additional paid vacations, free mobile communication, a fleet of company cars, and suchlike). Currently, financial motivation systems are in place for employees in the retail, small and medium business sectors. We seek to establish a direct dependence between the level of investments in our employees and each individual employee's motivation and contribution to the bank's overall success.