Maybank uses Workplace Enablers programme to upskill, promote, reward non-clerical employees

Maybank uses Workplace Enablers programme to upskill, promote, reward non-clerical employees

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According to the Bank, about 93% of its workforce has completed the WE programme, receiving a revised corporate title as well as a 10% salary increment.

Approximately 93% of Maybank's non-clerical employees have successfully completed the Bank’s Workplace Enablers (WE) programme. This, according to the Bank's statement released on 26 April 2022 (Tuesday), will see the them promoted to the role clerical employees, and receive a 10% increment to their base pay.

For context, the WE programme was rolled out by the Bank in January 2021. It was aimed at providing non-clerical employees with new skills to accelerate their career progression, and to take on greater responsibilities. It also offered the non-clerical employees opportunities to be reassigned to other parts of the Bank where they can not only apply with their newly developed capabilities. Beyond that, the Bank said the programme offers an opportunity for the employees to "adapt to an environment that is undergoing continuous change" brought about by the pandemic, as well as the digitalisation trend.

Read also: Maybank's workforce is going hybrid - here's how

With regard to the details, it was revealed by Maybank that the WE programme costs about RM500,000, and can benefit over 360 non-clerical employees across Maybank’s Malaysian operations. Through an eight-month training programme, the employees will undergo experiential learning comprising four phases:

  • Context setting & setting the right mindset;
  • Reskilling & capability building;
  • Supplemental learning & advisory, and
  • Peer learning & continuous support.

Upon completion, each non-clerical employee under WE will then be partnered with a 'buddy' to assist them with various aspects of their new responsibilities, and to enable them to perform well in their new roles.

Read alsoMaybank’s journey to a hybrid work model: Growing its mobile workforce, prioritising wellbeing, and more

Looking at the WE programme as a whole, Datuk Nora Manaf, Group Chief Human Capital Officer, Maybank (featured in image above, centre) said: "We believe the success of this conversion would translate to a higher impact amongst our employees, in line with our M25 plans to achieve sustainable growth and operational excellence whilst providing world-class customer experience as we gradually move away from the traditional ways of working.

"With the WE in the workforce, we are not just looking to retain our employees but also to upscale the value of their jobs so that they are motivated to deliver stronger experiences and service levels in the workplace of the future, ready and equipped with the required skills to brave changes and challenges".

For those who did not complete the WE programme, Datuk Nora shared that an engagement session with their respective line managers will be conducted to identify their gaps and opportunities for improvement. "The ultimate goal is to ensure that all non-clerical employees are upgraded to the WE status and receive equal opportunity," she explained.

Datuk Nora added that a successful organisation is not only measured by how well it is managed or performed financially, but also by how responsible it is in ensuring the sustainable future of its employees so that no one gets left behind.

“Maybank will continue to nurture talents by providing formal and bespoke training programmes to ensure that they are able to accelerate their career progression and take on greater responsibilities in the future,” she said.

ICYMIInside Maybank's Hybrid World: Up close & personal with Datuk Nora Manaf, GCHCO, Maybank

Image / Provided

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