DBS Bank (Taiwan) Builds a Learning Organization, Cultivates Sustainable Talent, and Collaborates to Create a Better Future

In an era of rapid technological advancements and digital transformation, talent development and organizational sustainability have become imperative. Since 2018, DBS has embraced the vision of "Best Bank for a Better World," integrating the concept of an "Infinite Game" into the organization. This emphasizes that sustainable business operations are like an infinite game with no time limits or ultimate winners. DBS employees are expected to collectively ensure that the bank's existence brings about a lasting positive impact. Driven by this fundamental philosophy, DBS is dedicated to transforming from developing "manpower" to nurturing "talent." The aim is to cultivate individuals who can grow alongside the organization, fostering an environment where everyone can excel, embrace change, and contribute to the bank's values of "Be the Best, Be the Change, Be the Difference."

To successfully foster such an environment, in addition to articulating a clear vision, DBS has established three key mechanisms to build a learning organization that supports continuous learning and growth for employees at various levels and career stages:

• Strengthening Transformational Leadership: Implementing a systematic top-down approach to drive transformational leadership based on five fundamental aspects: psychological safety, growth mindset, collaboration, feedback and deep listening, and courageous conversations.
• Feedback Culture and Mechanisms: Encouraging regular feedback discussions between managers and employees, as well as establishing a platform for 360-degree feedback, to motivate self-directed learning and continuous improvement driven by self-motivation.
• Comprehensive Internal Mobility and Exploration Mechanisms: Developing a robust rotation mechanism and actively promoting internal mobility, along with implementing "Be My Guest" programs, to help employees gain cross-functional experience and unlock their career potential.

Furthermore, due to changing individual habits resulting from technological advancements, the integration of digital natives into the workforce leading to a five-generation collaboration dynamic, and the emergence of new workplace interactions due to the prevalence of remote work post-pandemic, DBS continues to invest in and cultivate three key areas to enhance employees' willingness to learn and their learning capacity:

• Stimulating Curiosity and Learning Motivation: Utilizing new technologies and creativity to create unique and inimitable learning experiences.
• Diverse and Flexible Learning Resources: Managing various resource repositories and mediums to ensure learning is flexible, timely, and aligns with current preferences for information absorption.
• Platforms that Foster Horizontal Cross-Functional Exchange: Establishing horizontal organizational structures to facilitate boundary-breaking learning, broaden employees' perspectives, and enhance their adaptability to change.

In essence, DBS constructs a learning and development ecosystem that takes a human-centric approach to nurturing sustainable talent. This enables employees to maintain the courage to innovate amidst a rapidly changing landscape and engage in meaningful endeavors within a mutually beneficial ecosystem. DBS aims to grow alongside its employees, hand in hand, to build a better world.

星展銀行（台灣）建構學習型組織，培養人才永續力，攜手共創美好未來

在科技蓬勃發展、數位轉型急遽變革的時代，人才發展和組織永續發展勢在必行。星展自2018年提出「Best Bank for a Better World」的願景，將「無限賽局」的概念融入組織，強調企業永續經營如同無限賽局，沒有時間限制和最終贏家，星展的員工被期許能一同讓星展的存在帶來永續正面的影響。因為這個核心理念，星展致力從培養「人力」轉型成培育「人才」，期望孕育能與組織一同成長的人才，打造讓每個人能盡其在我且願意創造改變的環境，讓整個公司氛圍能達到員工價值主張Be the Best，Be the Change，Be the Difference。

為成功塑造這般環境，除了闡明公司清晰的願景，星展透過三大機制，打造出有利於不同職務、職等、與職涯階段都能持續學習成長的學習型組織環境：

• 變革領導力強化：透過由上到下的系統性方式來推動變革領導力的五大基礎構面，包含心理安全感、成長型思維、跨界合作、回饋與聆聽、直言不諱坦承對談。
• 回饋文化與機制：透過主管定期對談回饋及建立平台鼓勵同仁廣邀360度回饋，激發全員自主學習的動機，並因自我要求而不斷成長。
• 完整的內部轉調及探索機制：制定完善的轉調機制，積極推動內部轉調，也推行跨部門見習計畫，協助員工累積跨領域經驗，開發職涯潛能。

又因科技進步而產生的個人習慣改變、數位原生世代進入職場而開啟五代並存的合作關係變化，再加上疫情之後遠距辦公普及所衍生出的新型職場互動，星展持續投資並耕植三大面向來提高員工的成長意願與學習力：

• 激發好奇心與學習動機：運用新科技與創意，打造獨特且無法被複製的學習體驗。
• 多元且彈性的學習資源：經營不同資源庫與媒介，讓學習能彈性且即時，更加符合現代人吸收資訊的偏好。
• 促進橫向跨界交流的平台：建立水平橫向組織，打破疆界的學習，拓展人才的視野並增進對改變的適應力。

整體而言，星展在培育永續人才的過程中，以人性的角度建構學習發展圈，讓員工能夠變動的大環境下保有創新的勇氣，在共好的生態圈中做有意義的事情，星展期望與員工一同成長，攜手打造更好的世界。