Enabling an agile learning environment

Mukta Arya, Head of HR, Southeast Asia at Societe Generale talks about the how-tos of nurturing an agile learning environment.

In order to be relevant in the financial industry in today’s dynamic environment, we need to adapt to changes in regulation and digitalisation.

About the author

Mukta Arya is the Head of HR, Southeast Asia at Societe Generale.

We have to continuously upgrade our skills, knowledge and attitude, in a focused and cost-effective manner.

At Societe Generale, we believe in preparing our employees for the future by enabling a learning environment that is nimble. We believe that development cannot be imposed on anyone. It has to be understood by employees themselves.

Our strategy is to address their individual needs, as far as possible. Hence, instead of prescribing a training path or curriculum for each department, we encourage employees to assess their unique needs with their managers, and then seek advice on solutions.

In an agile environment with evolving career paths, our employees, along with their managers, choose relevant modes of learning in line with their learning style and motivation.

Societe Generale has been investing in development initiatives for employees over a period on a consistence basis. We enhance each employee’s competencies related to our values of Teamwork, Innovation, Commitment and Responsibility, as well as our focus on Client Centricity.

Several modes are available to them, including:

  • Executive coaching
  • Classroom training
  • Public seminars
  • Customised one-on-one sessions
  • Reimbursement for professional association memberships
  • Subsidies for professional certifications and degrees   
  • Language training

Professional certification courses related to Project Management, Six Sigma, Information Technology Infrastructure Library, and coaching skills help employees enhance their employability.

With a geographical spread and a multi- generational workforce, we also provide mobile learning, live virtual training, corporate MOOCs (Massive Open Online Courses), in addition to traditional e-learning.

Furthermore, there are region-wide programmes like the CEO Club (for high potential employees) and regional mentoring.

Within departments there are specific programmes such as:

  • Sales negotiation for capital markets
  • Managerial skills
  • Communication skills for traders and financial engineers
  • Creativity and innovation programmes 
  • Team building  
  • Vision workshops  
  • One-on-one communication skills for senior management

These initiatives help to enhance the momentum for a future-focused organisation that relies on the skills, knowledge, attitude and agility of its employees.

 

Refining the path for success
HRM Asia - 29 Jun 2018
Josh Heniro, Director of Southeast Asia Operations at the Institute of Management Accountants, talks about bridging the skills gap in the financial sector.
JP Morgan's Kwang Kam Shing talks diversity, robots, and change
Kelvin Ong - 12 Jun 2018
As the Asia CEO of JP Morgan Private Banking, Kwang Kam Shing's had to count on her wealth of experience to lead the company through transformative times.
Q&A with CP Group's Chief People Officer Kulshaan Singh
Kelvin Ong - 06 Jun 2018
Kulshaan Singh shares with HRM Magazine Asia his priorities as the Chief People Officer of Thailand's largest conglomerate.
CEO for a day: Job shadowing in the spotlight
Kelvin Ong - 31 May 2018
What happened when university students spent a day with top executives from seven global organisations.
Is Starbucks opening minds by closing stores for training?
HRM Asia - 30 May 2018
The coffee retailer's anti-bias training is drawing both praise and criticism.
Uncovering unconventional organisational structures
Kelvin Ong - 23 May 2018
From “flatarchy” to "holocracy", HRM Magazine Asia weighs in on the viability of these unorthodox organisational configurations.