People Development and Talent Management

All of our staff are required to have completed Computer Based Training on key areas, such as Treating Customers Fairly, Equality and Diversity, Data Protection, Money Laundering, Fraud Prevention and Whistleblowing. This is then built upon at each team level through training relevant to jobs.

Below is the investment trend towards structured training programmes across our Business. In a tough year in 2008, we continued to invest in training programmes for our employees.

Between 2003 and 2008, 1,892 Managers achieved either a Diploma or Certificate qualification through training accredited by the Institute of Leadership and Management (ILM).

A new Management Development Programme is being delivered in the UK Business to build upon the ILM work we discussed in last year’s CSR Report. The objective is to improve Managers’ skills in engaging their staff and delivering higher performance culture across the organisation.

This includes training on the role that CSR plays in the management of Legal & General’s reputation and risks. We are working with Non Government Organisation (NGO), Three Hands, in the development and delivery of this session. Learning activity will not be solely classroom-based; managers will be expected to practice what they learn with their teams.

Performance Management

We have changed our approach to managing performance to enable managers to identify our high performing and high potential people more easily. In 2009, we move to a top down objectives approach with the roll out of our ‘Activ8’ system to managers. This will develop a more targeted approach to talent management, including identifying skills for the future, development and succession planning.