[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fvWGeL1XgrgjZxZHPSVzkdqn7izjXK9CJcMGOvrLgSrA":3,"$fQSIwhNP7hl3-bevvNqGK0M9qEV9aNu_zwov2NxXphEw":83},{"id":4,"title":5,"visible":6,"description":7,"coverUrl":8,"pageCount":9,"publishYear":10,"isbn":11,"language":12,"avgRating":13,"ratingsCount":13,"reviewsCount":13,"readsCount":13,"views":14,"shelvesCount":13,"hasEbook":15,"ebookType":16,"visibleEbook":13,"hasEpub":15,"epubUrl":16,"author":17,"translators":16,"editors":16,"category":20,"publisher":23,"publishers":26,"reviews":28,"authorBio":16,"quotes":29,"relatedBooks":30},195274,"Succession Planning And Knowledge Transfer in Banks",1,"“Creating the Talent pool” is our latest new born and comes at a time when we realized that what make a difference is the bank’s Human resources. But despite the volumes that were written about the subject and despite the words that were voiced, the real commitment, understanding and systems dedicated to ensure the return on this resource are still largely illusive.\r\n\r\nMany banks face the insurmountable problems and spiraling costs of higher than benchmarked staff turnover. More banks than ever succeed in attracting and training but never retaining talents. They lose these to other competing and non-competing organizations. It seems that what we are left to deal with are staff members that are less adequate in times of growing competition and costs.\r\n\r\nA major pillar of the Human Resources strategy to align its practices with business objectives is what we used to term succession planning, but rather planning for the effective and efficient use of talents and knowledge reservoirs of the bank. 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