Employability
Training
Employees satisfied with working at
Rabobank
Staff numbers
A preliminary study into the improvement of
staff employability, which was held in conjunc
tion with the Works Councils and the relevant
Unions in 2006, indicated that most managers
and employees do not (yet) consider their
employability as a great problem, but expect its
importance to grow in the future. The necessity
of ongoing personal growth and self-develop
ment was stressed. The study also showed that
instruments for working on employability are
not used to their utmost yet. In 2007, employees
will be given the opportunity to estimate their
own employability by means of a self-scan.
Another subject for investigation will be the
question if and how the mobility of 'older'
employees could be improved by reducing
financial mobility impediments.
Individual and professional development is
important for employees to keep enjoying
their work and remain valuable to the bank.
To this end, employees prepare personal
development plans in consultation with their
supervisors. Practical aids are available to both
employees and managers.
Central elements in the bank's employee
training policy are individual development,
career and the training that is required for
optimum job performance.
In 2006, work was done on an electronic
training file for all employees at Rabobank
Nederland and the local Rabobanks. By linking
a personal training file to the training require
ments of the job concerned, it can be quickly
assessed whether an employee has the desired
degree of expertise. In annual reviews, it is
decided which training efforts an employee
should make in order to ensure a high level of
expertise.
Employee satisfaction is essential for the
achievement of the organisation's targets.
Internal surveys held periodically among the
employees demonstrate that overall satisfaction
with working conditions was maintained at a
high level in 2006. At 87% (81%), Rabobank's
performance on this aspect is significantly
better than the external benchmark, which
comprises forty large Dutch enterprises (73%).
High satisfaction with working conditions is
also reflected in the low absenteeism due to
illness, which declined further in 2006, from
3.7% to 3.6%. In addition, an external survey
by Incompany business magazine showed that
Rabobank was in the top three of enterprises
with the highest employee satisfaction.
Rabobank's own employees give an average
rating of 7.5 for employment conditions,
career, culture and job.
Compared with 2005, Rabobank Group's total
workforce grew by 5,221 to 56,209 (50,988),
which is largely due to Rabobank's acquisitions
during the year under review. This is reflected
in an increase in the number of staff in wholesale
banking and international retail banking, asset
management and investment, leasing and the
Real Estate division. In 2006, the number of
employees in domestic retail banking grew as
well.
For more information
www.rabobank.com
The people at Rabobank 91
