Long-term Career Opportunities
Given ANZ Royal Bank’s remarkable growth, as well as its connection to ANZ Group, there is a wide range of opportunities both locally and internationally provided to our people to progress their career. More than 30% of our staff has been promoted internally into more senior and challenging roles.
Continuing our efforts in providing many opportunities for career progression, we have developed a very rigorous succession and development planning program to up-skill our local staff. This is being achieved by sending some of our local staff to work offshore for a period of 12-18 months to gain the experience and exposure to international working standards and to broaden the network.
Heavy Investment in People Development through Ongoing Training and Personal Coaching
Improving competency and capability is always high on our agenda and ANZ Royal Bank invests heavily in staff training every year. A range of training activities is undertaken, including induction training on banking systems, on-the-job training, offshore secondments and importing subject matter experts to train local staff. This year, we have increased our training budget and almost doubled our training hours.
Over 60 people have been sent for offshore training to such places as Australia, New Zealand, Fiji, Singapore, the Philippines, and Vietnam in the last 2 years.
An external study support program has also been launched to allow our people to continue their tertiary study, including professional academic qualifications such as ACCA.
This arrangement recognizes the mutual benefits and commitments of professional development and study support.
This training program will continue to be intensified through an extensive training agenda that will provide leadership to our managers, e- train (electronic web-based training and online facility) and short-term to long-term offshore secondments for our high potential staff.
Our incentive scheme is structured to create a strong link between reward and performance. This is based on achievement of both individual and ANZ Royal Bank performance targets. Consistency, transparency and fairness are assured through our annual performance review process where individual performance is initially reviewed by the line manager, then calibrated against peers by other Business Unit (BU) Heads and finally confirmed by a senior manager, who is usually 2 levels up of your line management.
Salary review is also conducted annually to ensure alignment with inflation, CPI and to reward the high performers.
Beyond financial recognition, at ANZ Royal Bank we also promote a strong staff social environment such as a funded social club, regular staff functions, festive celebrations and family fun days.
Our vision is to become the leading bank in Cambodia that builds deeper customer relationships with a reputation for trust, convenience, superior customer service, and innovative solutions.
To support this, we believe our Values are key and the strong platform that allows us as a team to work towards achieving our Vision. Our Values are the guiding principles and a reference point for our decision making.
- Integrity – “Do what is right”
- Collaboration – “Work as one”
- Accountability - “Own your acion”
- Respect - “Value every voice”
- Excellence – “Be your best”.
Active Social and Community Agenda
Our community engagement strategy aims to enhance the social economic well-being of the community where we live and work.
Our community agenda focuses on contributing to our community by providing both financial and in-kind support. Throughout the last two years, we have been actively involved in supporting our community through various activities such as sponsoring the Children Surgical Centre, Cambodian Federation of Rugby, Tennis Federation of Cambodia, Heritage Watch, Bophana Audiovisual Centre, Helmet For Kids, Wheelchair Racing Program and many others. Our staff also provides their active support to the community through our Volunteer Program.
Recently, we have partnered with Friends International and Child Safe Network Centre to work toward protecting children from hazardous environments. We can proudly say that we are the first Child Safe financial institution in Cambodia.
Listen, Act and Respond to Staff Feedback
We seek our people’s ideas and feedback on our progress via regular staff forums and our annual Staff Engagement survey conducted by an independent consultant. It was a great achievement; more than 95% of our staff participated in the survey freely expressed their view in working with ANZ Royal Bank. We have increased our engagement score from 51% in 2006 to 67% in 2007. This is a strong indication that our people are deeply engaged, inspired by our culture and proud to be part of the ANZ Royal Bank team.
Equal Employment Opportunities
Our policy is to appoint the best person for the job regardless of who they are. All jobs are advertised internally first and then externally. Those who wish to, and have ability and commitment are given equal opportunity to rise as far as merit will take them.
ANZ Royal Bank has non-discrimination provisions in recruitment, career development, compensation and benefits, and disciplinary procedures.
Healthy and Safe Working Environment
ANZ Royal Bank has a strong commitment to the health, safety and well-being of our people.
As a caring employer, ANZ Royal Bank goes beyond what is required; we provide helmets for all staff members to ensure road safety for both on and off the job.
ANZ Royal Bank values the contribution everyone makes towards the results we share and maintains an environment where all staffs are well cared for. Our greatest investment is staff, and their health. In appreciation of staff contributions to ANZ Royal Bank, all local staff now have access to insurance for personal accidents adding to medical treatment in the event hospitalization is necessary.
Operating with High International Standards
Managing risk and complying with international governance are integral to every activity that we undertake at ANZ Royal Bank. We have rigorous internal policies and processes leveraging from ANZ Banking Group’s 170 years of experience.
All our actions are governed to international standards and in compliance with all legal requirements.
Competitive Pay and Benefits Structure
Annually, we initiate and participate in 2 salary surveys run by 2 independent consultants. The results confirmed that our pay and benefits structure is very competitive. We will continue to participate in the annual salary survey to ensure our pay remains competitive. Through survey results, we will continue to enhance our policies over time to keep them competitive so that we, as a team, continue to put our Vision into action.
On top of the standard benefits such as medical care, 24-hour group health and personal accident insurance, uniform and non-fee staff saving accounts, staff enjoys the extra benefits such as:
- Free luxurious holiday accommodations in key tourist towns, such as Sihanouk ville and Siem Reap
- Staff pension
- Discounted personal and home lending
- Salary advance facility.
The aim of ANZ Royal Bank’s staff lending policy is to provide financial assistance to employees for housing and other immediate needs.
You need Adobe Reader to view PDF files. You can download Adobe Reader free of charge.