With the launch of its own flagship university (UBS Business University) in Singapore’s Command House in 2010, UBS declared its deep commitment to employee learning and development – an approach that continues to expand in 2016. With the broad aim of supporting the developmental journey of every employee while supporting the strategic business objectives of the bank, UBS has instituted development programs at three different levels – for graduates, key mid-level talent, and senior executive directors. In 2015 it piloted new training programs to add to this, including a managing director and executive director promotion transition program. The Business University – accessible globally and with satellite campuses in Hong Kong and Shanghai, provides learning opportunities to employees, such as through an eLearning intra-site, with more than 1,000 learning courses available. It also provides its employees with certifications that are externally recognised, such as a diploma in wealth management. HR continually refines its L&D programs through collaboration with leaders and various functions, and is quick to eliminate elements that do not add value, or add complexity.
KNOW YOUR ROI
ROI for L&D initiatives can be difficult to measure. However, UBS supports all of its training initatives with detailed metrics, from training hours, budgets and resources used to the impact on retention rate, as well as quantitative and qualitative feedback. As a result, the bank is able to say with confidence that its training ROI is strong.