Training and enhancing workforce quality

One of SeABank’s five strategic pillars for the 2021–2025 period is workforce development, with an aim of building quality team driven by ambition and shared vision. To achieve this goal, the Bank places great emphasis on training and workforce development to enhance employees’ professional competencies, providing access to new knowledge and techniques while creating clear career pathways. This initiative not only strengthens workforce capabilities but also helps prepare a source of future leaders. Besides, this demonstrates SeABank’s concerns on structuring career development for employees, thereby creating a positive and dynamic working environment that encourages creativity, enthusiasm, and collaboration among staff.

To maximize the value and effectiveness of its workforce, SeABank has pioneered in establishing an own Training Academy for staff since 2011. With the foundation of this academy, the Bank has consistently organized comprehensive training programs, delivered exclusive courses for each group from specialists to management of all levels. These programs are designed to guarantee a balanced and all-rounded growth of four key areas, including core – professional – supplementary - and managerial competencies.

All training programs follow a closed cycle with 4 steps: learning, practicing, applying, and evaluating; and are delivered in diverse formats (E-learning - online - offsite) to meet training requirements without impacting the Bank’s business activities. There are a number of programs that have significant impacts and outstanding results, such as SeAFirst, SeAWelcome, SeAStart, SeAUp, SeAHipo, SeAWarriors, SeACaptains, SeAManagers, SeALeaders, SeAFactors, SeAChallengers, SeAMentors, and SeACoach, etc. Notably, SeAManagers - the training program for mid-level branch managers - has been organized for 7 consecutive years and has provided the Bank with a high-skilled managerial team that are eager to make contribution.

"Workforce development is one of our strategic goals, which makes staff training a key priority at SeABank. In addition to the standardized training model, we aim to provide tailored training programs for our next-generation leaders to unlock and nurture the potential of each individual," shared Mr. Le Van Tan, Chairman of the BOD of SeABank.

In addition to training and capability development, SeABank also puts great emphasis on regular competency reviews and evaluations of key groups. This helps build a talent pool that is ready for recruitment, internal appointments; while helping with the development of tailored programs for both the talent pool and newly appointed personnel. Over more than a decade with the continuation of various programs, training and capability development activities have been closely integrated with talent management, significantly contributing to the Bank’s talent acquisition and retention.

In addition, SeABank focuses on nurturing mental and intellectual capabilities, helping employees find work-life balance. The SeATalk program, which serves as an open dialogue between the Bank's senior leaders and employees addressing seemingly challenging and personal topics, has resonated deeply with every SeABanker.

Developing Workforce Capabilities

Training and developing human resources is a critical part of organizational and operational efforts, directly contributing to the growth and driving success to the Bank. Ensuring a high-skilled workforce with suitable competencies helps achieve business goals and fosters a positive work environment, promoting SeABank’s sustainable development in the current context.

Since 2020, SeABank has focused on promoting a coaching culture through capability development programs for management team. This aims to strengthen bonds, enhance competencies, and improve the quality of talent pool. In the 2021–2025 period, activities designed to build and promote coaching-mentoring cultures will continue to be included in various training programs, spreading across the whole SeABank.

Starting its workforce training efforts since 2012, SeABank has become the first Vietnamese bank to establish an academy for employees, and has launched over 6,000 courses with more than 300,000 training sessions, 24,000 periodic professional exams, and 250 internal trainers actively involved across the system. Additionally, SeABank collaborates with reputable domestic and international training partners, such as iChange Center, Crestcom, MiMax Academy, and Smart Train, etc. to launch specialized training programs for employees, especially for its management and directing teams. These programs are designed to enhance professional competencies, leadership and governance skills to meet the Bank's growth demands.

Through substantial and in-depth investment in workforce training and development, SeABank has made significant achievements. The Bank’s workforce has become increasingly professional and dedicated, meeting the requirements of SeABank’s new development phase. The employee retention rate has steadily risen, reflecting their satisfaction and strong commitment with the Bank. Among over 5,500 official employees of SeABank, nearly 2,900 of them have been committed for over 5 years, in which over 800 employees have served more than 10 years, and nearly 500 employees with over 15-year seniority. This is an invaluable asset of the Bank and a testimony to its outstanding organizational culture and welfare policies, helping the Bank to successfully retain talented and passionate employees.

For three consecutive years, SeABank has been honored as "Best Companies to Work for in Asia" by HR Asia - a leading HR magazine in Asia, with top survey scores among surveyed companies. According to HR Asia, SeABank is one of the few banks to meet all criteria and maintain strong components in relation to the working environment and employee benefits.

Over three decades of development, SeABank has firmly committed to strategically and systematically invest in and support its employees, thereby enhancing their satisfaction and creating a competitive working environment that encourages creativity and innovation. Effective management of workforce quality will help the Bank increase its appeal to potential candidates, attract and retain talent, reduce turnover rates, and lower recruitment costs, contributing to its position as one of the Best Companies to Work for in Asia.