RAWBANK was the first to create an academy in August 2010 designed to instil professionalism in its staff and to integrate new employees.

The creation of the Rawbank Academy was the result of a proactive vision of the executives of the bank, who considered that this was a strategic long-term investment, with radically new objectives to strengthen the quality of the bank’s talent, and thus the performance and effectiveness of the organisation.

Two types of training

  • Basic training for new recruits and young graduate recruits in particular. They now have an initial three-month training period alternating between theory and practice, followed by a period of two months in the field. The students are assessed at the end of this initial training period.
  • Ongoing training for all members of staff, concentrating on the bank’s products and tools, the range of services, new developments and current campaigns, and also management techniques.

Assets and objectives

The academy, as a vocational training centre, provides operational responses to goals such as strengthening the corporate culture, supporting change by adapting rapidly in the face of competition, enhancing and exchanging knowledge between staff by organising “breeding grounds” and disseminating good practices.

The content of the Rawbank Academy programmes goes well beyond the traditional areas of vocational training.

The Academy has several objectives:

  • To develop the organisation and support change by optimising the know-how of the members of staff and in doing so maximise the return on the investment in training;
  • To build staff loyalty by disseminating a common business culture and a feeling of belonging to a community of shared interests;
  • To train through high-level activities and by providing and producing knowledge in line with the strategic requirements of the bank;
  • To keep staff informed about the latest professional, social and economic issues and to develop a broad view of the problems faced by the bank;
  • To develop exchanges to encourage the sharing of knowledge and cross-fertilisation of experiences;
  • To ensure that newly hired employees are integrated into the bank as well as possible through training in the basic techniques, ethics and values of the banking profession.;
  • To monitor that they are fully proficient in banking tools, products, services and techniques to provide a quality service;
  • To create a supply chain of talent;
  • In short, to optimise the overall performance of the bank.

The Rawbank Academy is now working with colleges and universities, consultancy firms and well-known training centres to achieve this.