Security Bank Corporation (SBC) is one of the Philippines’ leading universal banks. With its brand promise of ‘BetterBanking’, it envisions becoming the most customer-centric bank in the Philippines and mission to enrich lives, empower businesses, and build communities through financial service excellence.

Learning & Development (L&D) has always been important for the Bank but, in this time of rapid transformation, it has been elevated to a strategic pillar and key business enabler.

“Whenever our colleagues encountered a behavioural issue or identified a skills gap, they would call to ask if we had a learning resource that could help. It quickly became clear that we needed to equip our colleagues to learn whenever and whatever they needed,” said Eileen Reyes, First Vice President, SBC Academy Head at Security Bank Corporation.

This became a priority when the pandemic struck and the country went into lockdown. Building on the Bank’s excellent technology infrastructure, the SBC Academy team quickly created digital toolkits and launched online webinars to maintain the learning momentum remotely.

“LinkedIn Learning was my Netflix during lockdown.”

Eileen and her team also began exploring online learning solutions. Before coming to a decision, Eileen subscribed to LinkedIn Learning to experience it for herself.

I enjoyed LinkedIn Learning so much, I got hooked! I could see that it would be a valuable resource to my colleagues too,” said Eileen. “When we made our final assessment, LinkedIn’s reputation within the professional community definitely helped it stand out. My team also liked the breadth of learning content, ranging from soft skills like leadership, time management, and work-life balance to essential business and technology skills. Many other providers tend to have one or the other but not a good balance of both.”

Four months later, the Bank rolled out LinkedIn Learning:

  • Piloted LinkedIn Learning with a select group of 500 users
  • Launched LinkedIn Learning bank-wide with mascot Lilo and the 500 pilot users as learning ambassadors
  • Curated 1,200 courses, categorised by job family, and initially created 10 Learning Pathways to guide employees
  • Used Glint survey results to identify competency gaps and training needs and addressed these with LinkedIn Learning
  • Encouraged 15-20 minutes of learning each week through the Learning Hour project
  • Pledged to donate one peso for every learning hour recorded to help children through the Learn for a Cause project

“Our employees heavily depend on SBC Academy for their training needs. How do you change almost 7,000 minds? We really had to prove that LinkedIn Learning would be useful to them, so we designed the pilot with that in mind,” revealed Eileen.

To find out how SBC adopted a phased approach to creating a culture of learning, download the full case study now.

   ●  Replace a well-established legacy learning model of 70% experiential, 20% social, and 10% formal training with anywhere, anytime learning
   ●   Encourage a mindset shift among employees to take control over their own L&D journey through self-directed learning
   ●  Conducted a pilot run of 100 learners by mapping learning plans to LinkedIn Learning courses, using the Recommend feature to push relevant content, and celebrating top LinkedIn Learning users
   ●  When COVID-19 hit, leveraged unlocked courses on LinkedIn Learning and shared with all employees
   ●   Conducted satisfaction survey among pilot learners
86% activation in the first full month
   ●   >60% average monthly repeat learners
Headquarters: Manila, Philippines 
Industry: Banking
Employees: 5001 - 10,000