“I am inspired in my ambition to run a successful business, because it not only creates job opportunities that put individuals in positions where they are able to support themselves and achieve their dreams, but also their families’,” says Regan Adams, chief executive of RCS.
RCS is a financial services company bought by BNP Paribas in 2014, is in the midst of an exciting business transformation. Adams believes this transformation will be achieved by driving a new culture and new ways of working.
It is exactly this belief that informs the human resources (HR) strategy, which places employees at the heart of the business’ transformation, ensuring they are equipped and empowered for this change. This strategy was created through a strong collaboration between the local HR team, the business, and support from the BNP Paribas Corporate HR team in Paris.
With a solid blueprint in place and the wheels set in motion, the HR team embarked on the journey for RCS to become accredited as a Top Employer.
Sandi Richardson, deputy head of HR at RCS, explains that this accreditation is not only a prestigious accolade for RCS, but will continue to elevate the HR team’s delivery through the benchmark reports and feedback provided by Top Employer. Richardson says that participation in the Top Employer certification process will deliver a sustained and strengthened performance, supporting the team’s mission to make RCS a great place to work.
Richardson says this is an exciting time for the RCS team.The financial services company, a Top Employer for 2019, is driving new ways of working, empowering employees to take ownership of their career development.
The HR function has accelerated its own transformation with the introduction of the BNP Paribas-sponsored digital employee tool called “About Me”. This tool is intended to empower employees to take ownership of their own career development.
About Me puts the employee in the driving seat of their career by integrating the individual’s data around their career preferences and professional profiles. The use of algorithms then suggests learning and mobility offerings from both the Learning Management System and Recruitment tools.
This tool also hosts the employee’s appraisal (including the functionality for continuous feedback) and personal development plan. The digital nature of the tool means that it promotes transparency, flexibility and accessibility in these fundamental topics.
RCS equips its leaders to lead differently by providing Leadership Development programmes not only focused on the technical aspects of transformation but the behaviours required of those entrusted to guide its teams.
RCS employs many new entrants in the labour market, particularly at its call centre. A host of development programmes are put in place to support the growth of these employees.
Some of these initiatives include secondments across the business, an internal graduate programme and financial assistance to fund tertiary education.
Adams explains that RCS’s investment in its people goes beyond formal development; RCS invests in the wellbeing of its employees.
This is done through the provision of holistic, world-class wellness facilities both onsite and offsite. These include clinics providing primary healthcare, gyms, fitness classes of varying nature to suit the diverse preferences of its employees and a host of initiatives throughout the year.
RCS also invests in the education of the children of its qualifying staff through its annual bursary programme. — Forbes Africa Top Employers