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"In 2024 alone, our people completed over 2.66mn learning hours, reflecting a strong focus on building future skills such encompassing AI, data, tech, and sustainability," Dr Kok Ming Chin, Head, Learning and Development notes.
CIMB launched the Next Gen Workforce programme to prepare its employees for the future and ensure the organisation remains agile in a rapidly changing market. The initiative, we learn, focuses on building critical skills in AI, data, technology, and sustainability, while providing clear pathways for role transitions. It also includes leadership development for employees at all levels through ASEAN-wide programmes and role-specific learning, helping teams navigate change, inspire others, and take ownership of transformation.
As part of the programme, employees participate in ASEAN-wide programmes, role-specific modules, and practical experiences to navigate change, inspire teams, and take ownership of transformation. This approach has helped strengthen capabilities across the organisation while nurturing the next generation of leaders.
One of the key challenges was shifting mindsets around learning. Many employees initially viewed training as a chore rather than an opportunity. CIMB responded by evaluating skills gaps, improving programme quality, and linking learning to organisational goals. Curated modules in digital, AI, data, and sustainability made development practical and relevant. Over time, as employees and leaders gained confidence and readiness for new responsibilities, the value of learning became clear.
Dr Kok Ming Chin, Head, Learning and Development says: "Guided by our purpose and values, especially 'enabling talent', we are committed to building a culture where learning supports progress for our people, customers and society."
At the HR Excellence Awards 2025, Malaysia, CIMB took home multiple accolades:
- Gold for 'Excellence in Learning and Development'
- Gold for 'Excellence in Employer Branding'
- Gold for 'Excellence in Workforce Mobility'
- Gold for 'Best HR Team (GLC)'
- Silver for 'Excellence in Talent Acquisition'
In this interview with HRO, we hear from Dr Kok on the programme and how it improved learning commitment across the organisation.
Q Tell us about your inspiring HR initiative – what sparked the idea, and how did you know it was the right path to take?
We are particularly proud of the Next Gen Workforce programme; it was designed to transform CIMB into a future-ready workforce equipped with in-demand skills, and capabilities to thrive in the market while building a culture of continuous growth that empowers #teamCIMB to learn, adapt and excel. We strive to equip the organisation with critical and emerging skillsets while creating clear pathways for role transitions that support growth and mobility.
We also prioritise empowering leadership inclusive of talents from all levels through programmes and experiences that enhance capabilities and ensure leaders can navigate change, inspire teams and take ownership of transformation. We strengthened leadership through ASEAN-wide signature programs, delivered role specific learning to drive business growth and deepened our talent pipeline to nurture next generation leaders. Strong sponsorship and positive feedback confirmed this was the right path for CIMB and our people.
Q Every journey has its ups and downs – can you share a challenge your team faced and how you worked through it together?
While the journey has been meaningful, we found it challenging to shift mindsets when it comes to training - many employees see learning as a chore, rather than an opportunity to grow.
We started evaluating the gaps, and subsequently enhanced the quality of key programs, paired with robust performance matrix to consistently evaluate impact.
Leadership dialogues helped link learning to CIMB’s broader aspirations, while curated modules on digital, AI, data and sustainability made development practical and relevant. As leaders and participants began to experience benefits such as greater confidence and readiness for new responsibilities, the value of learning became clearer.
This remains a journey, and we continue to work closely with leaders and subject matter experts to strengthen adoption and embed learning as a driver of growth.
Guided by our purpose and values, especially enabling talent, we are committed to building a culture where learning supports progress for our people, customers and society.
Q What impact has this initiative had on your organisation so far, and what do you hope it inspires in the wider HR community?
The impact in CIMB is beyond real.
In 2024 alone, our people completed over 2.66mn learning hours, reflecting a strong focus on building future skills such encompassing AI, data, tech, and sustainability.
For 2025, we’re going bigger with over RM100mn committed regionally to accelerate and strengthen leadership capabilities in line with Forward30 aspirations. We continued scaling up our Signature Leadership Programmes delivered in partnership with globally recognised institutions to build more agile leaders across all levels with inclusion of junior staff.
Wait, there’s more – our efforts to mobilise #teamCIMB across ASEAN saw a great demand, and we delivered more cross-border assignments and secondments. To further supplement their career aspirations, our career pathing toolkit, known as Navigating My Career, supports them in planning their growth with clarity and confidence.
We hope this inspires the greater HR community to be rooted in their purpose, measure what matters and build in integrated ecosystems that turn strategy into skills at scale.
Q Looking back, is there a moment, person, or value that kept you and your team motivated throughout the journey?
At CIMB, we live by our EPICC values: enabling talent, passion, integrity and accountability, collaboration, and customer centricity. Throughout this journey, the value of enabling talent kept us focused on helping #teamCIMB grow and thrive in a rapidly changing environment. We believe that capability-building is not merely an internal initiative, but a strategic effort to advance both our people and the communities we serve.
It brings the team great joy and propels us forward when we hear success stories of #teamCIMB empowered to take on new roles, and opportunities after completing specially curated trainings. It reminds us of one key thing: our work is not in vain - it creates opportunities and builds a future- ready workforce. This has kept us committed and inspired to continue this transformation.
Q If you could offer one golden nugget of wisdom to HR professionals aiming for excellence, what would it be?
One thing — always begin with a clear sense of purpose. This is how we ensure our initiatives align with what truly matters, while elevating the employee experience where learning, career growth, and leadership development are seamlessly integrated into an ecosystem.
When employees see how their growth can contribute to organisational success and customer value, engagement becomes authentic. The aim is not to accomplish everything at once but to design HR interventions thoughtfully, measure progress meaningfully, and deliver consistently.
This approach embeds capability building into the culture, making it a continuous journey rather than a one-off effort. By focusing on clarity and alignment with organisational purpose and strategy, HR can foster progress that benefits both employees and the organisation in a way that feels purposeful and sustainable.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
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