Page 109 - Bank-Muamalat_Annual-Report-2023

ANNUAL REPORT 2023
SUSTAINABILITY STATEMENT

3. INVESTING IN EMPLOYEE DEVELOPMENT M10 Training and Education

Why is this Important? Focused Training and Education Initiatives
We believe that continuous learning and development are In 2023, Bank Muamalat focused on providing leadership
crucial for maintaining a competitive edge and ensuring and Shariah knowledge training to re-skill and upskill our
organisational success. Training and education are essential employees. Key programmes included:
for equipping our employees with the skills and knowledge
necessary to navigate an ever-evolving financial landscape. • Muamalat Professional Bankers Programme: This
By investing in our workforce’s professional growth, programme was structured as part of the learning
we enhance their capabilities, foster innovation, and pathway for Assistant Branch Managers (ABM) and
drive overall business performance. Moreover, providing Branch Managers (BM).
opportunities for re-skilling and upskilling supports employee o It consists of three modules: governance &
engagement and retention, contributing to a motivated and compliance, technical/functional, and leadership &
proficient workforce. coaching.
o A total of 134 ABM & BM participated in this
What is Our Approach?
programme, enhancing their professional
Our approach to training and education at Bank Muamalat is competencies and leadership skills.
comprehensive and strategic, focusing on both in-house and
external programmes to address the diverse learning needs of • INSEAD (Phoenix the Encounter): 21 senior leaders
our employees. We prioritise leadership development and participated in this programme, which aims to
Shariah knowledge to align with our organisational values strengthen strategic capabilities. The programme
and industry requirements. Our training programmes are focuses on anticipating and addressing current
designed to cater to various levels of the organisation, weaknesses and fostering a mindset that envisions
from entry-level employees to senior leaders, ensuring a potential disruptions to prevailing business models.
continuous learning pathway for all. • Powering Inspired Leaders: Situational Leadership II:
This programme equips leaders with situational
What Did We Do?
leadership skills, enabling them to adapt their
leadership style to the needs of their team members
Training Activities in 2023
and the demands of different situations.
In-House Training: We conducted a total of 583 in-house • Empowering Young Executives (EYES): Designed for
training programmes, categorised as follows: young professionals, this programme aims to cultivate
the next generation of leaders by providing essential
• Core • Functional • Leadership skills and knowledge for career advancement.
Programmes: Programmes: Programmes:
354 185 44 Our commitment to training and education has resulted in
significant professional development opportunities for our
Public (External) Programmes: We facilitated
employees. The extensive range of training programmes and
154 external training programmes, enabling employees
the high average training hours per staff reflect our
to gain insights from industry experts and broaden their
dedication to continuous learning. By focusing on leadership
professional networks.
development and Shariah knowledge, we ensure that our
workforce is well-equipped to meet industry demands and
• Total Training • Average Training
uphold our organisational values.
Hours: Hours per Staff:
156,967 65 hours
Through these initiatives, Bank Muamalat continues to foster
a culture of learning and development, positioning ourselves
as an employer of choice and driving our collective success.
Our ongoing investment in employee training and education
underscores our commitment to excellence, innovation, and
adherence to Shariah principles in the banking sector.

107