Of all the challenges raised by the Independent Commission on Banking’s proposals, the implications for people and talent management have received arguably the least attention.
Yet these implications are profound, and will become increasingly critical to banks’ success in the coming years, as they plan, implement and communicate their ring-fence strategies. The importance of getting the people factors right is underlined by the ring-fence’s fundamental effects on the key people-related drivers of business performance and compliance, including leadership quality and succession, organisational culture, talent management, workforce planning and employee engagement.
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