For the LLB Group, training and professional education is an important instrument for raising its competitiveness. In 2017, we invested CHF 1.4 million (2016: CHF 1.6 million) in the targeted development of managers, talent and competences. Effectiveness monitoring conducted by the organisational unit Group Human Resources showed that further progress had been made in 2017. In addition, we invested CHF 244’000 (2016: CHF 239’000) in training programmes in accordance with the standards of the Swiss Association for Quality (SAQ).
The culture of “challenging and promoting” has proved successful. In 2017, 71 percent of the vacant leadership positions could be filled internally by an existing employee. At the same time, new entrant managers and employees have a significantly higher level of qualifications: 73 percent either graduated from a university or a university of applied sciences or have higher professional training. The opportunities that we offer help us to recruit and retain committed employees and managers.
Courses are held every two years to promote the further development of our management culture. In 2016, our 160 managers took part in the “Leading to success II” training course and dealt intensively with our vision, our guiding principles and the StepUp2020 strategy. They were essentially introduced to the concept of situational leadership. The next training courses are scheduled for 2018.
Client adviser certification
A strong client relationship remains the most important success factor in banking in the long term. The LLB Group accordingly invests heavily in the know-how of its employees. By the end of 2020, all employees who have contact with clients will have completed training programmes in accordance with the standards of the Swiss Association for Quality (SAQ). A total of 55 employees were certified by the end of 2017. Another 70 to 75 employees are likely to receive certification in 2018.
With our new programme for SAQ client adviser certification, we are ensuring the outstanding advisory competence of the LLB Group for the long term according to uniform quality criteria. The certification also complies with the regulatory requirements arising from the European Markets in Financial Instruments Directive (MiFID II) and the Swiss Financial Services Act (FinSA).
Measuring the success of staff development
The LLB Group has installed two uniform appraisal processes – the “Performance Management Process” (PMP) and the “People Development Process” (PDP) – to support the systematic further development of its staff as skilled employees, managers and individuals.
- The PMP is used to link Group objectives with individual staff objectives. The process has been institutionalised across the company and it works for employees and managers alike, irrespective of their position.
- The main focus of the PDP is on the competences that LLB needs to achieve the objectives set in the StepUp2020 strategy (2016 to end-2020). In 2014, Group Human Resources, together with the operating units, created five “Potential Pools” to systematically develop identified talent with good performance and excellent conduct. In 2017, 8.25 percent (71 individuals) (2016: 7%, 64 individuals) of our employees were allocated to appropriate “Potential Pools” on the basis of a careful evaluation process.
When it comes to the training of its junior employees, Liechtensteinische Landesbank lives up to its responsibility as one of the largest providers of training in Liechtenstein. In 2017, 36 apprentices (2016: 38) at the LLB Group benefited from high-quality dual professional training, which combines theory and practice. The classic basic training remains the main pillar of the development programme for our junior employees. We believe that the provision of a broad education is a key task, especially as through the Federal Vocational Baccalaureate (FVB) it allows young adults to keep their options open to go to a university of applied sciences or a traditional university.
Bachelor, work and study, and master programmes
Since 2014, the LLB Group has intensified its focus on university graduates. Each year there are three different programmes available for nine candidates – there were seven candidates in 2017: practical-based direct entry for graduates (2017: 3), a work and study programme for postgraduates in the final phase of their studies (2017: 2) and a trainee programme for postgraduates (2017: 2). Talented young people get to know our company in-depth from the inside as part of an eighteen-month on-the-job trainee programme covering three areas of work – in 2017, we took on two trainees with an above-average master’s degree.
Our trainees are in contact with top management, are involved in day-to-day business from their very first day of work and profit from the comprehensive spectrum of a universal bank. Trainees whose performance and commitment in all three areas of work are satisfactory are recommended for a permanent position. In order to enhance its profile as an attractive employer, the LLB Group strengthened its presence at the Universities of Liechtenstein and St. Gallen, FHS St. Gallen University of Applied Sciences and Zurich University of Applied Sciences (ZHAW) in Winterthur.