WELCOME
to the ‘EUROBANQUA’ Dissemination Conference
Christos Gortsos
Secretary General
HELLENIC BANK ASSOCIATION
THANK YOU
for your Participation
We count on your feedback
and your contribution to the follow up.
Christos Gortsos
Secretary General
H.B.A
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‘European Banking Network for Quality Assurance’:
Personal thanks
Joao Delgado, from the European
Commission,
for his participation in the Conference
the EBTN President, Prof. Mario Spatafora
who led the project
and our colleagues
from the partner Institutes,
for their effective group working
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The rules of the game
The QA guidelines indicate WHAT we have to do
It is our responsibility to define WHO should do it
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Who is the right person for QA Management
Who are the right people to undertake quality
training and development activities
The tool provides us with the rules of the game
VET & HRD have to provide the good players
They have to insure the success of a fair play
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I.
A new mindset
QA increases responsiveness to the newly emerging demands:
Achieve extraordinary results
with ordinary people
Quality in VET & HRD is the only way for such result
Quality in VET & HRD means transforming manpower
into efficient and effective professionals
Today, VET & HRD should undertake
an extra-ordinary activity
But you cannot do anything extra-ordinary without
a different Mindset: that focuses on outputs and outcomes
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II.
Effectiveness first
Effectiveness is not at all the same thing with efficiency
Efficiency is a balance between input and output
Effectiveness means making sure
that the resources are available
to get the results that you want
CQAF is about effectiveness: Indicators provide
information on the degree to which objectives have been
achieved
Resources should be available in all levels in order to get
‘an agreement on quality objectives in all levels’
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III.
Enlarge the sense of learning
The professionals must be effective in
all the fields: productivity, profitability, efficiency,
innovation, growth…
Learning must increase creativity, responsibility,
good reasoning, initiative, vision…
Learning should cover development and change
Enlarging the sense of learning will facilitate HR
transformation into a real resource of abilities,
competitive advantages, values.
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III.
Enlarge the sense of learning
While enlarging the sense of learning,
we should restrict the scope of participation,
to an individual point of view:
taking into consideration
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the particular needs of the employees
the perspective of the particular institution
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IV.
First Who… then What
Extraordinary results, in all fields and levels,
need motivation and commitment
to quality and excellence
We need motivated and committed trainers, designers,
quality managers…
Learning agents must be emotionally intelligent and
self-motivated
Culture helps in choosing the people who fit to the
character of the institution
People chose the ones who resemble them
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V.
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•
•
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Shortage of the main resource
Trainers with very high level of knowledge and long
professional experience are non available
There are only few chances to find the right
qualifications and experience combined with
emotional intelligence
Emotional intelligence is not a matter of training.
But it determines the possibilities to learn all those
skills based on personal and social abilities.
Even with the small number of experienced trainers
who dispose some of the 25 emotional abilities, it is
hard to establish a loyal relationship, with lasting
commitment.
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VI.
QA and Ethics
You cannot buy enthusiasm and loyalty
You cannot attract the right trainers if you only offer
good prices
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You need a value proposition, with elements of a
culture oriented to results, an environment of
trust
You need rewards and recognition
You also need standards to end the agreement
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VI.
QA and Ethics
Quality is never an accident
Quality is always the result of
intelligent and ethical effort
And so is Quality Assurance
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Thank you
for
your kind attention!
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