Social Impact TALENT AND DEVELOPMENT One of the biggest resources for BIMB is its people. By recruiting talents with highly desirable skillet and vast experience in the banking field, we can provide ongoing learning exposures and development opportunities for them to grow. Conversely, developing our employees and keeping them engaged in the job tends to lead to innovative business strategies and business growth. If we are unable to retain talents for a long period, it can limit our potential business growth. Thus, BITIZENs at all job levels are encouraged and empowered to learn new things and move to a new role within the Bank regardless of their job levels. Our overall approach for BITIZENs is to be equipped with digital skills, have a customer-focused mindset and adopt new ways of working to drive performance towards achieving our business goals. We do this by providing appropriate learning and development interventions and tools that are aligned to our Bank’s strategic directions and goals. Through internal talent mobility, professional certifications and Digital Upskilling programmes, we are able to support BITIZENs’ growth and development so that they can rise to the challenging demands of the ever-changing business landscape. In addition, we conduct an annual review of salaries upon completing the yearly appraisals. BIMB employees are granted discretionary bonuses based on their overall performance for the year. To further incorporate sustainability into our approach, we carry out a pre-emptive review of our retention strategy for a selected group of employees who are high performing, have scarce talent, and pose a flight risk. By adopting these measures, we are able to establish consistent systems of fair remuneration and employee benefits that benefit both our employees and our business. Enterprise Data Practitioner Programme BITIZEN Developer Programme Robotic Process Automation (RPA) AWS Professional Cloud Progress in 2022 1 Developing A Future-Ready Workforce In 2022, we rolled out our Future Skills Forecasting Study to identify the skills needed to become future-proof BITIZENs based on our strategic priorities. The study identified over 100 future skills across five broad categories, including Business Management, Digital and Software Development, and Customer Relationship Management, among others. We then provided upskilling and training programmes to identified talents to prepare them for the roles. As a result, 41 BITIZENs took up future roles in 2021 and 2022, including roles in Centre of Digital Experience, Process Excellence, Environment, Social and Governance, and Business Analytics. By prioritising our employees’ future skilling, we are confident in our ability to achieve our business goals and serve our customers better. 2 Building Digital Capabilities A key milestone this year is the establishment of BIMB’s Digital Academy. This is a people-oriented initiative for building our digital and agile capabilities at scale by empowering and upskilling BITIZENs to become a digitally literate workforce. It is a Bank-wide initiative for all BITIZENs at all job levels. Launched in January 2022, we established a one-stop centre for staff to access learning programmes that are grounded in day-to-day application to real-world business challenges, learning pathways to guide their upskilling journey, references to subject matter experts in digital capabilities and updates on the latest information on digital skill courses. The digital upskilling programmes under Digital Academy include: Integrated Report 2022 130
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