We're developing the talent we'll need in the future to grow and support our business.
“Our vision is to inspire and develop our people. Our approach to talent management and leadership development activity focuses on prospective leaders that will help us in the future to meet our growth goals. The sector is specialised and we need talented people to take our home credit service into emerging markets and to optimise the profitability of our established markets. We need to have embedded processes for talent development and succession management to be able to better attract external talent and develop our own internal talent to enable growth.
"In Poland specifically, we have introduced a succession management process which has enabled us to identify critical roles and also prepared detailed development plans for all successors.”
Marta Wozniak, Head of Learning, Development and Resourcing, Provident Polska
Leadership development is a core aspect of our talent management programme. The programme currently focuses on general managers and operational leadership. Candidates are sponsored and mentored by management board members in learning projects where they have to find solutions to genuine strategic business issues. Groups have worked on projects looking at diversity, the role of central functions, new product strategy, field incentives, the agent experience and change communications.
“Succession planning looks specifically at roles that are critical to our business success and/or continuity and ensures that we have potential successors identified for these roles or else are able to manage and reduce risk to the business if there is a shortfall of qualified or experienced successors. By taking a systematic approach to managing our talent, and to recruiting, developing and retaining key individuals, we will ensure that we have ready successors for many key roles.”
Leanne Whittle, Group Head of Resourcing, UK