Employee development

Annual Report 2017 > Business > Employees > Employee development
Highlights 2017

Business

Strong position in insurance with a periodic premium with a market share of 45.8% (+0.7 p.p. y/y, the highest level since 2010)
Strong position in insurance with a periodic premium with a market share of 45.8% (+0.7 p.p. y/y, the highest level since 2010)
Group model based on a comprehensive offering in the insurance, finance and health area
Group model based on a comprehensive offering in the insurance, finance and health area
2000 outlets at the disposal of clients in the health insurance and medical care services provided by the PZU Group
2000 outlets at the disposal of clients in the health insurance and medical care services provided by the PZU Group
Strong market position in motor insurance, including direct activity with a market share of 38.4%
Strong market position in motor insurance, including direct activity with a market share of 38.4%
Pekao ranked 2nd and Alior Bank ranked 8th in terms of accumulated assets
Pekao ranked 2nd and Alior Bank ranked 8th in terms of accumulated assets
The PZU Group’s share in the non-life insurance market is 35.7%
The PZU Group’s share in the non-life insurance market is 35.7%

GRIs:

Reference Areas:
Health
Investments
Banking
Best Pratices in PZU

We are responsible - “We make every effort to manage our employees’ knowledge in an attentive and responsible manner. Thanks to our perfect familiarity with the company’s legal and business structure, we are able to operate efficiently.”

Development of the offer of development activities for employees is preceded with an analysis of training needs in individual business divisions of the organization. The focus is made in particular on the development of specialist knowledge (training necessary to perform daily tasks and achieve business goals). A lot of importance is also attached to the development of interpersonal and managerial competencies – necessary for effective cooperation with teams. Bearing in mind various needs, the employees are offered a broad range of development tools:

2016 saw a completion (in PZU and PZU Życie) of a series of centrally conducted comprehensive development programs oriented at developing leadership and managerial skills. In response to the expectations of the organization, in 2017 the focus was made above all on increasing specialist knowledge in individual business areas. 

Our knowledge and ideas - “We protect all our resources, including information which constitutes our company’s intellectual property. Databases, registers and archives are managed in accordance with the law and internal regulations adopted by PZU.

Intellectual property has a unique value to our company.

It is something that distinguishes us in the market, makes our product offer stand out and guarantees PZU’s market success.” 

The central development program conducted in the second half of 2017 and comprising almost 1,500 employees throughout Poland was PLUS. It is a program to develop business skills – Professionalism People Skills. The employees whose managers identified competence gaps during the periodic performance assessment. A new approach to the program was adopted in 2017 – the employees were offered 10 training topics, of which 9 were in-company training courses based on bespoke training contents.

We put into practice the idea of co-responsibility for professional development (according to the 70–20–10 rule, which assumes that 70% of competence development occurs as a result of gaining experience at work, 20% - in knowledge exchange, and 10% in formal training courses) and offered the employees a “Development Zone” – intranet guide to all development tools available in the organization and activities proposed for self-improvement. In view of the observed market trends, PZU enhances the area of e-learning tools and webinars by promoting the use of the Webex platform in the organization and increasing the catalogue of e-learning courses.

Companies in the Pekao Group provide self- improvement opportunities and access to various forms of training for their employees. Educational programs in the bank comprise: classroom training, training at work, e-learning training, coaching, as well as a system of Virtual Classrooms, which makes it possible to convey knowledge at a distance in the form of webinars. Additionally, in 2017 the bank launches a system of training for the employees by the employees that allows the dissemination of specialist knowledge.

At the end of 2017 companies from the Pekao Group (excluding Pekao TFI, Pekao Financial Services and Pekao Investment Banking) conducted talent management programs. One of the programs, conducted in the Group - Talent Management Review - program for development and assessment of employees with managerial potential is a three- year Managerial Competences Development Path. The Path set certain general rules within which each Talent individually selected development and training actions relevant at a given stage of development. Each participant – Talent every year went through the stages of: denomination, self-assessment, assessment by the manager and feedback.

Alior Bank makes available to its employees a wide choice of training programs conducted by both in-house and external trainers. The offer comprises training on products, sales and service quality, interpersonal and managerial skills. Development paths in the sales network offer training the completion of which is among the preconditions for promotion.

Additionally, the Share Your Knowledge project came into being as part of the knowledge sharing culture. The initiative brought together all employees willing to conduct specialist training courses and workshops within the organization. Each employee who joins the program gets supports from the Training Team in the form of dedicated workshops to develop presentation and training skills.

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