Investing in employability is a must
Breakdown of staff numbers at Rabobank Group
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26 Rabobank Group Annual Report 2004
Employees
Rabobank Group workforce reduced
The number of staff at Rabobank Group declined in 2004 by 731.
Job positions were lost mainly at local Rabobanks, where on balance
1,047 employees left the company in 2004. This was largely due the
continued implementation of ongoing efficiency programmes, the
increasing digitalisation and the associated popularity of electronic
banking, as well as the local mergers. At Rabobank Nederland, jobs
were lost as a result of Operation Service. At Interpolis and Robeco the
number of job positions declined as well. Staff numbers at Obvion and
De Lage Landen grew because of an increase in the activities. The same
holds for the international banking business.
Large staff inflow
Despite the outflow and the staff cutbacks, more than 2,000 new
employees joined Rabobank Group in 2004. High-educated talent was
recruited in all Group entities. In addition, two trainee programmes were
started, with around 20 participants each.
A sustainable relationship, not a job for life
The underlying principle of Rabobank's renewed human resources
policy is a sustainable relationship with employees, based on a balanced
'exchange'. Employees successfully and gladly commit themselves and
their talents to the bank and its clients. The bank expects its managers
and staff to make a profitable contribution. Obviously, they must be
experts in their field, but above all they must have customer focus, are
team players and are result driven.
If an employee is no longer suitable for his/her position but his/her
talents are valuable to the bank at a lower job and salary level, then
demotion is possible. If there is no suitable job in the organisation, the
employee concerned can count on a great deal of support in finding
new opportunities outside the organisation.
In exchange for the efforts of its staff, Rabobank invests considerably in
coaching and training, as well as in a good salary and fringe benefits.
As far as the latter are concerned, modest cuts might be appropriate.
In comparison with other employers, the present package is rated
'excellent'. A gradual shift to 'very good' would prevent the conditions
of employment from developing into a trap that hinders mobility.
Currently, working on one's own employability is a must for everyone
at Rabobank Group. Together, the manager and the employee draw
up a Personal Development Plan (PDP) setting out the conditions for
continued good and pleasurable performance now and in the future.
In 2004,72% of staff at Rabobank Nederland and the local banks had a
PDP, compared with 58% in 2003. As yet however, the PDP is too often
used merely as a training plan, whereas development opportunities
also include training or coaching of colleagues, participating in projects,
practical traineeships or accepting a new job.
Spectacular growth of e-learning
In the training courses offered, Rabobank distinguishes between
functional training and career oriented and managementtraining.
Over the years, the emphasis has shifted from pure knowledge transfer
to improving the quality of management and increasing commercial
effectiveness. While knowledge of one's 'trade' and of the market is a
necessary condition for achieving the corporate ambitions, the decisive
factor for success is the way in which staff apply their knowledge for the
benefit of clients. In 2004, employees followed 90,000 training courses,
which involved an amount of EUR 76.7 million (2003: EUR 79.9 million).
This is 2.8% of the total wage bill (2003: 3.1%).
The Netherlands
Abroad
Total 2004
Total 2003
Domestic retail banking
33,855
33,855
34,871
Wholesale and international retail banking
1,189
4,386
5,575
5,289
Asset management and investment
1,493
535
2,028
2,136
Insurance
5,783
40
5,823
5,996
Leasing
788
2,056
2,844
2,495
Real estate
302
302
232
Other
5,897
5,897
6,036
Rabobank Group
49,307
7,017
56,324
57,055
Absenteeism due to illness
3.8%
4.1%
Employee satisfaction
85.0%
85.0%
Investment in training (in millions of euros)
76.7
79.9
