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HR & Training

Human Resource Management and Development are of core importance in developing leading financial institutions. Although many banks and microfinance institutions shun the costs associated with investing in their staff, well-trained and engaged personnel can be the main asset that will ultimately make the institution more successful. This strategic aspect of human resource management is often overlooked in operational management and business planning.

We support financial institutions in developing and implementing strategies and operational systems in the area of HRM & HRD. Our expertise includes HR strategy, succession planning and talent management systems, retention and engagement strategies, competency gap analysis and training needs assessment, as well as training system at all professional levels. Furthermore, we provide a wide range of trainings: From development to provision of tailor-made capacity building programs.

Flagship Projects

Ethiopia

Design of a Comprehensive Human Resource Development Strategy of the Commercial Bank of Ethiopia

The Commercial Bank of Ethiopia (CBE) has selected IAS to develop a comprehensive human resource development (HRD) strategy for the bank and to implement major initiatives, programs and projects.

The CBE has the vision to become a world-class bank until 2025 and therefore requested a proposal to bring its HRD in line with international best practice in the area. After a detailed assessment of the current situation at the bank, Frankfurt School consultants will recommend on all areas of HRD to enhance the efficiency of human capital in the bank and to enable the public CBE to compete with the raising number of private commercial banks that are entering the market and revolutionize the sector with the introduction of new technologies and aggressive selling and service policies. The consultants are responsible to streamline the HRD strategy, as well as its polices and procedures to make the bank fit for future challenges posed by the Ethiopian economy, the local banking industry environment and the global context and their influence on the human resource requirements.


The following services are provided:

  • Detailed assessment of the current human capital situation and profound gap analysis of staff’s skills and knowledge on all hierarchical levels
  • Development of recommendations for the improvement of knowledge, skills and attitudes of the bank’s workforce
  • Evaluation of existing staff development programs and in-house training courses
  • Review of career development and succession planning policies and practices and development of new succession programs for key positions in the bank
  • Introduction and application of international human resource best practices, tailored to CBE’s current and future operational environment
  • Alignment of the human resource strategy with the corporate strategy
  • Development of a strategy to upgrade the human resource development facility in the bank
  • Development and preparation of HRD manuals, modules and curriculum for key training programs
  • Recommendations on the improvement of the performance appraisal methodology
  • Commenting on the current remuneration system
  • Conducting a feasibility study on the establishment of a bank-owned training

Implementation of the Human Resource Development Strategy of Commercial Bank of Ethiopia

The Commercial Bank of Ethiopia has selected IAS to design and implement a comprehensive HRD strategy in line with its vision and corporate strategy.

The project was implemented in two phases. During Phase 1, IAS developed the HRD Strategy and supporting systems for CBE together with the HRD Department. This included carrying out an assessment of the current situation of HRM&D sub-processes and the workflows within the bank. Based on the findings from the analysis comprehensive strategies were developed in order to improve the performance of the bank’s staff. The CBE has the vision to become a world-class bank until 2025 and therefore aims at bringing its HRD in line with international best practice in the area.

During Phase 2, the objective is to support the CBE in the implementation of the HRD Strategies designed, (i.e. including succession planning system, engagement and retention strategy, training system, performance management systems and institutional re-structuring of the HRD sub-process). CBE is the biggest bank in Ethiopia with more than 11,000 employees. The bank finances the project from own resources to establish HRD best practices and to strengthen its capacities to be able to keep track with technological change and growing competition in the fast growing financial sector.


The following Services are provided:

  • Implementation of the HRD strategy aligned with the Bank’s vision and corporate strategy
  • Development and Introduction of HRD Policies and Procedures
  • Introduction of Succession Planning System for critical positions
  • Implementation of an Engagement and Retention Strategy for CBE
  • Implementation of a Performance Management System covering all professional levels
  • Implementation of Training System for CBE
  • Implementation of the revised CHRD organizational structure
  • Development of a learning and knowledge management system
  • Training of and knowledge Transfer to Counterpart Staff
  • Carrying out a Feasibility Study for establishing regional training centers
  • Implementation of needs assessment for improvement, expansion and 

Strengthening the Capacity of the Ethiopian Institute for Financial Studies Phase I & II

The Federal Democratic republic of Ethiopia has received financing from the International Development Association (IDA) toward the cost of Financial Sector Capacity Building Project for National Bank of Ethiopia.
The main objectives of this project were to properly carry out the training and educational needs analysis of the financial industry and thereon to design and prepare relevant curriculum and prepare training materials for the courses to be conducted. Arrangements were also needed to be made to standardize and accredit both the training and educational programs by creating a link with similar reputable institutions abroad. The following services were provided:

Phase I:

  • Conducting a SWOT analysis of EIFS
  • Conducting a TNA analysis
  • Development of new training products based on the Training Needs Assessment results
  • Development and delivery of a Training of Trainers
  • Development of a three-year strategic plan, including proposed ownership structure options, and marketing & communication plan
  • Development of a sound controlling system, incl. pricing and costing
  • Development of a proposal for a higher education program

Phase II:

  • Delivery of short-term workshops on the newly developed products
  • Assisting EIFS in creating a pool of trainers (full-time and part-time)
  • Development and implementation of a proper MIS
  • Development of additional training products

For further information contact