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Given the Bank’s strong commitment towards developing a learning culture, it is pertinent to note that employees underwent a total of 118,349 man-hours of training during the year (2010: 100,361 man-hours) on various knowledge-building programmes. This works out to an average of 25.51 man-hours of training per employee (2010: 25.34 man-hours per employee).

Details of some of the important training initiatives during 2011 are summarised below:

Talent Discussions 2011

A series of Awareness Programmes on Performance Appraisal Management System were conducted by the Deputy General Manager - Human Resource Management for 189 Branch Managers and Unit Heads in specialised departments during the first quarter of the year prior. Following this, talent discussions were held for 79 selected Senior Executive Officers in Grades III, IV and V, through which individual development plans were identified and implemented.

Cross Functional Teams (CFT) - Leadership Development Programme

The CFT programme was concluded with the final Leadership Development Session (conducted by Hewitt Associates) for 51 Senior Executives. The complete development cycle consisted of a series of leadership programmes, knowledge updates, out bound training and project development; all of which spanned a period of two years. This helped the Bank to introduce and implement new business lines and develop a pool of young leaders.

Training in Managerial and Leadership Skills

The Staff Development Centre conducted a series of Management Development Programmes and Executive Development Programmes for staff in Executive Officer grade 1A and 1B. Following this, selected employees were nominated to participate in external and overseas leadership and management courses as well.

	No. of Programmes	No. of Participants	Person- Hours
Overseas Training Programmes	8	13	1,184
External Training Programmes	21	83	688
In-House Training Programmes	16	411	5,200

Internship Programme

The Bank launched its first structured internship programme during the year. Interns are to facilitate for the outsiders entering the job market. Ten selected interns commenced a 9-month training stint in branch operations with the objective of providing them focused training and work experience.