Nedbank Group is passionate about creating an environment in which all employees can thrive and to assist new employees to adjust to their new role and environment within an optimal timeframe new onboarding processes, procedures and tools were implemented during 2009. In addition, the Career Management website was enhanced. This website provides employees with relevant information and tools that enable them to take charge of managing their careers.

To learn and grow

We believe that the opportunity for development is key to attracting and retaining the right people at Nedbank Group, and this forms a significant part of our value proposition to current and future employees. In 2009, at the entry level, the drive to develop learners for the financial services industry resulted in 210 learners participating in the Kuyasa and Letsema Learnership Programmes, 240 on other learnerships, 25 graduates on the Training Outside of Public Practice Programme for accountants, and 104 graduates on the NGDP. All learners and graduates undergo intensive on-the-job training and following successful completion of the programme, are ready to be placed. We have been very successful in placing the majority of students on completion of the programmes and are pleased by their progress.

The External Bursary Programme saw 384 bursaries being awarded to undergraduate students studying towards bank-related qualifications. Furthermore, internal bursaries were awarded to 665 employees for further academic study at graduate and postgraduate level and study grant assistance was provided to 283 employees for the education of their children.

The Management Development Programme is aimed at establishing a common values-based management approach within our organisation and the Old Mutual Group. To this end 9 897 (10 867 including Africa) of our staff have attended the role orientation workshops this year and are now embarking on practical application of skills learnt at these workshops. Business and academic development for successive levels of our management are catered for in our applied academic programmes. In 2009 altogether 37 senior managers attended the executive education programmes, locally and internationally, and 484 managers attended business education programmes at some of the top business schools in South Africa.

Skills development is regarded as a key pillar to achieving our transformation strategy. In support of the transformation strategy the WSP was completed as stipulated by the Skills Development Act. The primary source of information for this plan is the personal development plans completed online by employees annually, following the annual performance discussions that are held between employees and their managers. These discussions focus on increasing competence in employees’ current roles and preparing them for future opportunities linked to our broader talent management plans.

Nedbank Group has spent R258 million on training in 2009, which is 4,32% of basic payroll. Of this, 2,97% of basic payroll was spent on black staff after implementing adjusted recognition for gender.

At Nedbank Group learning and growth is sustained by a learning culture, which not only fulfils the various regulatory requirements that govern skills development, but also provides the momentum for sustainable organisational performance.

1	Training expenditure
	1.1	Training expenditure in terms of dti Codes
		Black skills development spend 2009	2009	2008
		Total basic payroll	R5 983 113	R5 945 444
		Total training spend	R258 383	R263 841
		Training spend as percentage of basic payroll	4,32%	4,44%
		Training spend on black staff, using adjusted recognition for gender	R177 598	R170 775
		Training spend on black PWD, using adjusted recognition for gender	R2 192	R1 400
		Training spend on black staff as percentage of basic payroll	2,97%	2,87%
		Training spend on black PWD as percentage of basic payroll	0,04%	0,02%
		Nedbank Group qualifies for 10,38 points out of 15 points allocated to skills development as per the dti generic scorecard. Altogether 58,05% of the total training spend on black staff was spent on black female staff.

2	Category B, C and D programmes
		2009		2008		2007
	Title	Total intake	Total black	Total intake	Total black	Total intake	Total black
	Junior Management Development Programme	188	146	216	162	190	136
	Middle Management Development Programme	144	97	14	391	126	86
	Senior Management Development Programme	92	43	87	36	45	20
	Letsema (matriculants)	181	181	125	124	232	229
	Kuyasa (graduates)	29	29	35	35	41	41
	Business Analysis (certificate level)			25	16	27	16
	Business Analysis (diploma level)			18	10
	Credit Learnership	20	18	20	18	21	16
	Education, Training and Development Practices	17	15	3	3	20	15
	Forex	20	19	20	19
	IT Business Learnership Programme	16	15	4	4	4	2
	Risk			3	3
	Systems Support	23	23	6	6	4	4
	Vehicle and Asset Finance			11	11
	Business Administration	17	17
	Contact Centre	46	41
	Corporate Asset-based Finance	7	7
	Nedbank Graduate Programme	104	91
	Property Finance	74	41
	Training Outside of Public Practice Programmes	25	7	9	1	20	10
	Eyethu Programmes (ABET)		62	61
	Boston Programme (disabled learners)
	Total	1 003	790	787	600	730	575
	Black trainees as a percentage of total		79%		76%		79%
3	Executive development
		2009		2008		2007
	Title	Total intake	Total black	Total intake	Total black	Total intake	Total black
	Wits Business School Executive Development Programme	1	1
	Gordon Institute of Business Science Executive Development Programme	11	4	13	6	22	11
	Harvard Advanced Management Programme	1		2	2	2
	Harvard Women’s Programme	2	1	1	1
	INSEAD Advanced Management Programme		5	5
	INSEAD International Executive Programme	2	1	4	1	3	4
	INSEAD Strategic Management in Banking	2	1	2	2
	Stanford Strategic Programme	1
	Manager of Business	3
	BANKSETA International Executive Development Programme Netherlands	3	1
	Meridian	1	1
	INSEAD Managing Partnerships and Strategic Alliances	1
	BANKSETA International Executive Development Programme UK	4	3
	Total	37	13	27	11	37	15
	Black executives as a percentage of total		35%		41%		41%
4	Other programmes
	Title	2009		2008		2007
		Total intake	Total black	Total intake	Total black	Total intake	Total black
	Nedbank Graduate Programme (The programme changed to category B, C and D in 2009)			68	63	42	35
	Junior and Middle Management Programme	60	43
	Total	60	43	68	63	42	35
	Black trainees as a percentage of total		72%		93%		83%
	Note:
	During 2009 the Nedbank Graduate Programme became an accredited programme and it is now reflected as part of the category B, C and D programmes.
5	Bursaries
	Title	2009		2008		2007
		Total intake	Total black	Total intake	Total black	Total intake	Total black
	Inhouse bursaries	665	496	949	710	1574	1081
	External bursaries	384	359	465	445
	Total	1 049	855	1 414	1 155	1 574	1 081
	Black bursars as a percentage of total		82%		82%		69%
6	Study grants/Education Assistance Fund
	Title	2009		2008		2007
		Total intake	Total black	Total intake	Total black	Total intake	Total black
	Study grants (taxable at marginal tax rate and for children of staff members attending university)	283	143	305	147	297	147
	Education Assistance Fund (applicable to staff members whose taxable remuneration is R100 000 or less for their children who attend school from Grade 1 through to Grade 12)	876	751	227	211	692	499
	Total	1159	894	532	358	989	646
	Black people as a percentage of total		77%		67%		65%
	Note:
	There are 15 retired staff members who received study grants and have been included in the total number; however, demographic information is not available for these pensioners.