The Fintech Talent Development,Competency, and Manpower Study

The Fintech Talent Development, Competency, and Manpower Study 81 How to Integrate Competencies Illustration 2—Learning and Development for a Traditional Bank As core competencies form an integral part of employees’ success profiles, they should be incorporated into the learning and development program in addition to the technical and compliance learning requirements. The behavioral indicators of the core competencies can inform the desired learning outcomes when designing the learning program. A typical learning journey approach blends on-the-job learning, learning from others, and formal learning in a 70:20:10 ratio. • Formal learning (10%) — classroom session, e-learning, reading assignment, industry-specific conference • Learning from others (20%) — feedback from coach, mentor, peers and managers, networking, observing role models • Learning from experience (70%) — stretch assignment, action learning, cross- functional projects, job rotation The following illustrates learning activities related to two of the identified core competencies: Examples of learning activities On-the-job training (70%) Customer driven Lead a project/initiative to identify customers' concerns/issue/pain points and develop solutions to improve their experience Brainstorm with others and identify 5-10 improvement initiatives for their own work units Seek out a coach or mentor from Customer Insight team to help enhance the customer- centric thinking Observe how the Product team generate new ideas into concrete initiatives Attend a workshop that introduces the customer's lifecycle, customer segmentation, and design thinking Read a series of articles to learn an innovation model Innovation orientation Learning from others (20%) Formal learning (10%) Exhibit 27 Relationship between competencies and learning activities