TALENT ACQUISITION

ACB’s recruitment strategy is to ensure our employees have the necessary knowledge and skills to meet current and future strategic and operational requirements. The bank considers that it has a “career partnership” with employees, jointly pursuing common goals and shared values.

ACB continued implementing the two programs The Next Banker and ACB Experience that provide students from renowned universities with work experience at a bank.

In 2022, over 3,000 new staff joined the ACB talent ecosystem, a majority of which are young hipos in the IT profession.

TRAINING AND DEVELOPMENT ACTIVITIES

ACB's training program is planned and organized annually based on the mandatory regulations of the SBV, the nature of the work of the departments, and the positions and aspirations of the employees. The courses are classified into the following groups: courses prescribed by the SBV; courses on people management; and courses on enhancing capacity for digital transformation. Particularly in 2022, ACB promoted courses related to digital transformation in association with reputable certificate issuers, in line with the bank’s goals and orientation toward digital banking.

At ACB, every year each employee must complete at least 48 hours of study, which is recorded as one of the KPIs in learning. In addition, ACB encourages employees to participate in various forms of capacity building and accumulate scores for competing on the ACB Talent Ecosystem (ATE) platform. The corresponding rewards and remuneration will be converted by the employee based on the cumulative score of each individual.

The year 2022 marked the strong learning activities of ACB employees, with the total company-wide number of hours of study exceeding 760,105 hours. Employees across the system participated in learning activities, with an average of 10.5 learning days per employee per year, compared to nine days in 2021.

The budget for training, including tuition fees, the costs of organizing classes, and other related expenses, has increased continuously over the years. Specifically, the total training budget rose by 85% in 2021 and continued to increase by 4% in 2022.

In 2022, ACB employees enjoyed a total of 760,105 study hours, an increase of 17% compared to 2021.

WORKFORCE

• The story about Work:Live:Learn of Workforce is defined by the following principles:
• Increase productivity by tools and processes
• Maintain peace of mind and positivity through taking care of employee’s physical and mental health.
• Invest and build capability in order to meet the organization's digital plan.