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Corporate responsibility

Our team

Professional Development

Professional Development

CaixaBank staff is the cornerstone of its business and its main asset. Having motivated, prepared and engaged workers is crucial to provide good customer service, achieve success in business strategy and contribute to the region's socio-economic development.

CaixaBank works with the aim of attracting the best people and retaining and promoting human development and labor in the context of a good working environment.
 

  • Equitable selection process

As CaixaBank wants to employ the very best professionals, its selection policy is based on respect for diversity and non-discrimination on the grounds of origin, sex or condition.

  • Career plans and merit recognition policies

Skills management for each professional profile underlies the professional development of employees. This policy involves the identification, training and development of the skills needed in each workplace, such that all the members of the human team can realize their potential and their ambitions.

Based on the evolution of the business model and of the professional profiles behind that model, the skills and responsibilities of the people working in the different positions also change over time. At present, as a result of customer-segmentation efforts, this is taking the form of a greater degree of specialization.

Because of this:

  • Employees have a variable compensation system that links individual and team challenges. So not only fosters
    teamwork culture but also results in a better recognition of the contribution of each employee.
  • The wage policy of CaixaBank is applied regularly and thoroughly to all employees and is based on a criterion of non-discrimination.

 

  • Ongoing training

The permanent updating of professional knowledge favors the development of the capacities of employees and their professional careers, as well as ensuring better customer service.

CaixaBank has various training mechanisms:

  • Study assistance, included within the social benefits of the bank. The agreement includes economic assistance
    for learning languages and for degree, Master’s and PhD studies in public and private universities.
  • Internal training, collected in a catalog of institutional, regulatory and optional, of modality, virtual or mixed.
  • External training, for unmet needs in-house training and are related to the workplace, such as courses,
    seminars, conferences, seminars or specialized learning languages required for the employee's duties.

All internal training programs match local needs and the specific requirements of each work-place, but are coordinated overall.

To facilitate access to training and its management, there is an e-learning platform, Virtaula, an internal communications channel that offers employees new teaching formats. This platform also supports employees in their basic tasks throughout the working day. In addition, Virtaula fosters the collective intelligence of CaixaBank employees: it has become a space for sharing one’s own documents and a point of reference for shared corporate knowledge and good practices.

 

  • Talent and leadership

Drawing from the organization's talent map, which was generated from the skill evaluation system and the identification of the contribution level of each professional, CaixaBank has placed a clear focus on developing executive potential through specific programs. Some of these programs, such as Leading the Future, were carried out at the bank’s Management Development Center.

Others, such as the Progresa program targeting employees currently occupying pre-executive positions, have been carried out on their "home turf", both in regional posts and in central services. These programs have included work sessions with the company's senior management.

  • Mechanisms of dialogue

Internal communication is needed to understand the concerns and views of employees, and also to disseminate relevant information to the template. It is also a source of innovation and improving the working environment.

The bank has different communication channels that support two-way information exchange, both vertically and horizontally.

In 2012, two new in-house social networks were rolled out to enhance transversal communication and staff participation: Conecta and Valora. In 2013, the Innova platform was created. It aims to encourage all professionals to flex their creative muscle by setting up instruments and tools to help them share their ideas and know-how.

Other existing channels include:


Call Center

It can be accessed from the corporate intranet or by phone. The financial and commercial information available there can be consulted, enabling doubts to be settled as quickly as possible.


Corporate Intranet

The main source of corporate information, which is permanently being updated, with weekly circulars that explain new points and highlight particularly relevant questions.


Canal Caixa Internal Magazine

Six numbers a year are published, reporting on all the initiatives, projects and campaigns of the Entity and the activities of Social Projects that are relevant to the staff as a whole.


Branch managers’ channel

Informative section on the intranet for branch managers. It includes Flash Caixa, a monthly newsletter on the most important events.


Employee Portal / Manager

This is an application where, with simple procedures, administrative questions concerning work, such as employees’ timetables, participation in internal notices and announcements or applications for assistance, etc., can be sorted out.


Open participation

Perfecting of processes through the new Conecta and Imagina spaces, which enhance the traditional suggestions box Meetings Teamwork is fundamental to the bank, requires regular meetings among employees from different areas. In that regard, person-to-person transmission of the organizational cultures continues to be one of the driving forces behind CaixaBank’s daily operations.


Meetings

Teamwork is fundamental to the bank, requires regular meetings among employees from different areas. In that regard, person-to-person transmission of the organizational cultures continues to be one of the driving forces behind CaixaBank’s daily operations.