Digital transformation of the banking sector
Study of knowledge, competences and preparation of employees in the process of digital transformation of the financial sector
RESEARCH CONDUCTED ON REQUEST
SECTORAL COUNCIL FOR COMPETENCES FINANCE
SEE THE RESULTS OF THE NEXT EDITION OF THE SURVEY OF MANAGEMENT STAFF AND FINANCIAL SECTOR EMPLOYEES
The study is a continuation of earlier analyses conducted by DELab UW, taking into account changes caused by the pandemic.
Digital transformation in the financial sector will involve the autonomization of processes and the reorganization of work. As a result of these changes, we will see a growing number of layoffs, while at the same time there will be an increased search for employees with a competence profile that allows them to work with new technologies.
The aim of the second edition of our study is to analyse the changes affecting the labour market in the financial sector, as well as to recreate various issues from the perspective of the employee and employer, such as:
– reorganization of forms of work performance and its consequences for the future of work,
– changing the profile of desired competencies, attitudes and knowledge regarding their development, with particular emphasis on the needs of individual groups of employees,
– attitude towards training and the issue of competence development.
The result of the research will be the development of recommendations, on the one hand helping to shape the approach of managers and HR departments in relation to the upcoming changes, and on the other enabling the creation of regulations in the field of intervention on the labour market.
USE OF TECHNOLOGY AT WORK AND NECESSARY COMPETENCES
DEVELOPMENT FACTORS, LEARNING
NEW CSR: RESPONSIBILITY FOR EMPLOYEES
USE OF TECHNOLOGY AT WORK AND NECESSARY COMPETENCES
What competencies are needed to manage teams collaborating online? What is the employer's role in adapting the team to the changes taking place?
The study will allow us to diagnose the competencies of financial sector employees, which are necessary to efficiently navigate an environment saturated with technology. It will also allow us to track the development of attitudes towards remote work and identify changes in the relationship between employers and employees.
What attitudes and needs of employees in relation to training exist in the financial industry? To what extent do employees feel the need to develop their competences?
The quality of training processes can significantly affect employee attitudes and motivation, as well as the sense of security and strengthening the habit life long learning.
DEVELOPMENT FACTORS, LEARNING
NEW CSR: RESPONSIBILITY FOR EMPLOYEES
What actions should be taken to retrain employees and build an open training ecosystem? What is needed to change the attitudes of employers and employees towards the process of continuing education?
In the developed recommendations, we will face the CSR challenge of helping employees direct their attitudes towards the process of retraining and learning and towards the readiness to design their own educational path, taking into account competency advantages.
ABOUT THE RESULTS OF THE PREVIOUS EDITION OF THE STUDY
Participation in the project
