The learning culture at South Indian Bank stems from a well-articulated strategic intent, formed by its core values and transformation plan, aimed at ensuring that employees have access to top-of-the-line learning resources that act as a catalyst in enabling them to perform to the best of their abilities. Migration to LMS is a direct outcome of this transformation plan and a vital factor in its successful adoption of self-learning.
Learning & Development Unit under Human Resource Department provides both synchronous and asynchronous learning. The bank delivers its learning programs through its Staff Training College and 7 regional training centers. Both modes of delivery, online and classroom are used extensively to provide comprehensive learning experience. The SIB Staff Training College, located at Thrissur, has classroom facilities and conducts regular residential training programs to the frontline staff at branches, different operation hubs and credit processing centers focusing on providing contemporary up-skilling sessions on their areas of work.
DIGITAL SELF LEARNING MODULE
Anto George T, Sr GM – HR & Admin, South Indian Bank, delves into the current status: “During FY 2021-2022, the bank has transformed itself from a traditional training-oriented organization to a self-learning organization. Bank’s own digital self-Learning Management Solution (LMS), which was named as SIB iLearn, was launched during 2021-22. SIB iLearn provides employees with enriching learning experiences. It is a robust corporate LMS that offers on tap, mobile-ready learning content that the workforce can engage with.”
iLearn is primarily a self-study platform with web and mobile access, where employees can take courses and assessments that are pertinent to their specific operational functions, as well as generic courses on behavioral topics that enable them to become better professionals.
The LMS unit is charged with creating and delivering world class learning services through impactful, cost-efficient channels, covering the entire workforce, keeping business priorities at the forefront. As part of transformation, the training function in the bank has also undergone a change with the shift from training to learning, use of digital learning methods and role-based skill development. Due care is taken to ensure that all such new initiatives deliver measurable results. A number of unique training events and programs were developed and delivered in FY 21-22 in the LMS.
The content is delivered in an asynchronous format. The bank has its own content development unit that creates fit-for-purpose content on a modern technology stack that includes the latest video and audio editing software, SCORM authoring tools, creative design platforms, animation platforms, etc. Additionally, all new technology initiatives of the bank were showcased to target audiences in the form of walkthrough explainer videos. An advantage of having a captive content development unit is that it cuts the cost involved in the acquisition of learning content and various learning requirements of different verticals can also be met in the way they want the learning content.
The learning units in SIB iLearn cover both functional skills (technical, operational, judgmental, etc), as well as soft skills (interpersonal, sales, negotiation, etc). As a growing customer focused organization, there is great emphasis on skill transfer related to the behavioral aspects of banking and customer service. The LMS platform is designed to analyze skill gaps in employees and provide targeted learning plans to individual employees to get up to the mark on the desired skillsets.
SIBiLearn was initially piloted as a web app, giving access to employees through their PCs, laptops, and smartphones. A full-fledged mobile app, with android and iOS versions of SIB iLearn is ready to be launched. The mobile app has an intuitive and UX optimized interface that makes for easy navigation.
In its first year of its establishment, the LMS division at L&D, operationalized the content development division, developed 140 hours of content, launched the LMS and covered and communicated the landmark events through the LMS platform. It has already crossed significant milestones.
ACADEMIC COUNCIL
South Indian Bank has constituted an Academic Council comprising of senior management across functions who review the activities of the L&D wing. All major decisions regarding conduct of programs, medium of program delivery and areas of upskilling are discussed in the council. The council meets periodically and takes stock of the programs conducted, target audience and gives inputs on the areas to be focused up on in the coming months. The Council also reviews and recommends the training budget which is subsequently put up to the Board for approval.
WEBINARS
In the face of an unprecedented adversity in the form of covid-19 pandemic, the department also took considerable interest in the health and welfare of its employees. In this context, a special webinar titled ‘Covid 19- Second Wave – What You Need to Know’, was organized on 4th June, 2021 under the leadership of the Chief Consultant of Respiratory Medicine of a prominent hospital.
LEADERSHIP PROGRAMS
An exclusive training program, The Leadership Program by Questa Enneagram, was identified and offered to 41 executives who comprise the top leadership of our bank. The leaders were exposed to various self-introspection exercises about their enneagram types and instinctual profiles. They learned about team dynamics, leadership styles, personal reflection, and goal setting. Participants drew several learnings and insights from the program, including non-intrusive techniques of leadership, methods of visualizing a better future, and so on. There was enthusiastic participation and personal engagement, with leaders reporting that the program was time well spent and highly beneficial.
Adds Anto: “The bank had also organized a special leadership program in association with the Dale Carnegie India team for 182 emerging leaders of the bank. The scope of the program included emotional intelligence, effective time management for increased productivity, problem solving, decision making, and collaboration. This program was conducted across 7 batches, spread through the financial year. Attendees remarked that the program provided deep insights into leadership and productivity related best practices that are readily applicable on the job.”
These were some of the most remarkable training achievements of the Learning and Development Wing of the Bank in the FY 21-22. Beneficial learning experiences, that result in employee upskilling, and positive employee engagement, while building organizational capability will continue to be the animating intent behind our future training plans as well.
