Employer Talent Development

Talent Development

By providing comprehensive training and continuing professional development for our employees, we ensure that the quality of our service and advice continues to evolve while taking market requirements into account. Our Talent Development area offers employees continuous training and development opportunities. The various learning programs available are designed to strengthen the competences of our employees and to prepare talented individuals for key roles within the organization.

Quality Assurance in Client Advisory Services

Talent Development's specialist units work with the different business areas to develop training programs designed to train employees, managers, and young talents to be professional and reliable partners for our clients.

Ensuring a high level of client satisfaction is essential to our business. We want to make sure that our products and services meet the needs of our clients and that we enjoy their sustained trust through professional and comprehensive advice.

Client Advisor Programs

Enhanced Advisory Quality: Certification of Relationship Managers

We are committed to continuously improving the quality of our advisory services and to protecting the interests of our clients. Our relationship managers in the Swiss Universal Bank, Asia Pacific and International Wealth Management divisions complete our Frontline Training certification program to ensure that we provide clients with clear and comprehensive information about products, explain potential investment risks and returns, and tailor our advice to their individual needs. Since the launch of the initiative in 2010, all current client advisors have been certified. All new employees also take part in it. To date, approximately 5,500 advisors have been certified worldwide.

In 2015, Credit Suisse agreed with other banks to introduce a certification standard for relationship managers to strengthen the Swiss financial center. This new SAQ standard is designed to ensure high-quality expertise, intensified cooperation between Swiss banks and institutions in the area of professional development and enhanced transparency and acceptance of training activities, thus benefiting employees. Because our Credit Suisse specific expertise is key providing our clients with the best possible solutions, we also organize comprehensive and tailored bank specific training curricula and a variety of events and training courses where our employees can share best practices with one another and improve their advisory competences.

Committed to Compliance and Control

Maintaining a robust compliance and control culture is another important way in which we gain the trust of clients, as well as investors and regulators. At Credit Suisse, we strive to conduct our activities according to the highest standards of due diligence and in strict compliance with legal and regulatory requirements in all our markets globally.

In 2014, we laid the foundations for the long-term transformation of our culture with the launch of a global initiative consisting of a set of Business Conduct Behaviors that are in line with our Code of Conduct and that our employees are expected to observe in their day-to-day activities. We are integrating these Behaviors into our global human resources and business practices, as well as our performance management system.

We expect each employee to be personally accountable for ensuring the activities within their remit are compliant with our internal rules and policies and for reporting or escalating issues of concern. This is essential to safeguard the interests of clients and investors and to protect our own business activities and reputation. Our focus on compliance is also mirrored by our proactive steps to further strengthen our cross-border framework.

In order for our employees to acquire the necessary knowledge regarding constantly changing regulatory requirements, and to ensure that they always act responsibly and in compliance with the rules, they are required to complete, and are tested on, legal- and compliance-related learning modules. Depending on the topic, the learning modules must be completed by certain groups of employees or by the entire workforce. Mandatory modules for all employees include topics such as combatting money laundering, trade sanctions, storage and recording of business documents, and IT risks.

Furthermore, all client advisors and relationship managers complete training in cross-border business that addresses a market's specific regulatory conditions. In addition, our regulations for cross-border banking business provide employees who have direct client contact with guidelines and country-specific information, and they shed light on which activities are allowed in which countries. We continuously monitor developments in this area and revise our internal guidelines accordingly.

Compliance Academy
The General Counsel division provides legal and compliance support to all of the bank’s divisions. It helps protect the reputation of Credit Suisse by giving legal and regulatory advice, by setting internal policies and by monitoring and testing compliance with policies and regulations.

In light of an increasingly demanding global regulatory environment and a need for well-trained staff, Credit Suisse has launched the General Counsel Academy ("GC Academy") in 2011. The GC Academy presents a way for people entering the industry to gain hands-on training in one of the fastest growing areas of the financial industry. Participants develop core professional skills and industry knowledge through classroom and 'on-the-job' training. GC Academies have now been established in Singapore, Wroclaw, Zurich and New York.

Talent Development Key Figures

In 2015, we offered our employees around the globe a wide range of specialist courses and trainings.



classroom leadership training sessions


participants in instructor-led courses


classroom-delivered training days


thousand participants in e-learning courses

Leadership and Management

We ensure that our managers are optimally equipped to deal with the challenges of the global markets and complex management tasks. Customized management programs and cross-divisional talent programs give our managers the opportunity to prepare for leadership roles or to develop their leadership skills.

We endeavor to provide our employees with continuous opportunities for advancement and to support their career development. Requirements for the highest-level positions and promoting from within are governed by global guidelines, and these form the basis for the Managing Director Evaluation Committee's selection of suitable candidates. The candidates under consideration will have especially proved themselves on account of their performance, their impact on the business, and the exemplary way in which they embody Credit Suisse values. These candidates are then discussed according to a globally consistent process, and put forward for promotion.

Long-term succession planning is another pillar of our human capital strategy. In 2015, we assessed and documented the potential of 91% of our employees in order to systematically identify and track their potential to assume future functions.

Promoting Development and Evaluating Performance

Talent Development aims to empower employees to contribute to our bank’s success and to offer the best possible service to our clients.

It is importan that the available programs and tools can be put into practice effectively and that they can support the achievement of business objectives. As a global bank with a workforce of 48,200 employees in around 50 countries, it is imperative that we manage the performance of our people effectively and consistently to ensure that they are delivering results and contributing to the realization of our business objectives.

Our employees' performance objectives are aligned with the bank's strategy, which places clients at the center of all that we do. We measure our employees' performance based on the scale of their contribution to the achievement of our business goals. A globally consistent performance management process enables line managers to assess the performance and development potential of employees on an annual basis.

We offer our employees market-driven and competitive rates of pay based on performance-related compensation structures. In doing so, we not only take account of employee interests but also consider our obligations towards our shareholders and regulators. Our compensation plans are developed in close consultation with shareholders and in accordance with regulatory requirements.

Another way in which we recognize outstanding performance is by presenting our annual CEO Leadership Awards in different categories: Overall Leadership, Client Leadership, Leadership in Compliance & Control, Leadership in Innovation, Leadership in Diversity & Inclusion and Leadership in Corporate Citizenship.

Online Academy

In addition to conveying professional and banking expertise, Talent Development is also responsible for introducing cutting-edge insights and developments using technology-based methods. Traditional training methods are still used, but are now supplemented extremely well by new learning technologies.

Credit Suisse demands and promotes new learning methods to provide its employees with the best learning opportunities. Talent Development uses these technology-supported learning methods to serve younger generations and support a number of different learning styles. In addition to saving significant costs, virtual training and e-learning methods allow the bank to reach all employees globally at the same time. Thanks to these technologies, employees can decide on the best time and place for learning.

Enhanced Learning Efficiency

A number of recent innovations and enhancements have improved learning efficiency:

  • Learning Communities: Since 2012 Credit Suisse offers training in learning communities. The members of benefit from sharing their expertise and from formal and informal learning programs.
  • Computer becomes Classroom: In the virtual classroom, the PC becomes the training room for participants. They can talk to the person giving the seminar as well as their colleagues. The format saves employees and the bank the travel and accommodation costs that in-person training sessions incur. Other courses were offered in alternative formats such as video conferences, virtual classroom sessions and via podcasts.
  • Monthly Management Topics: The global learning page is a proven alternative format for managers: It offers specific content on management topics such as trust and engagement.
  • In 2010, we launched "Learning Nuggets", an online series that presents three topics in short e-learning modules, videos, and animated clips every two weeks. The Learning Nuggets series covers subjects including personal performance capacity, tools and applications, basic bank knowledge, intercultural relations, media and communications.

Credit Suisse provides online learning nuggets every two weeks to its employees. The series covers various subjects including personal performance capacity, basic bank knowledge, intercultural relations.

The e-Learning programs enable the bank to train all 48,200 employees in a timely manner. It also enables the bank to keep precise track of participation.

Investing in Young Talent

As part of our strategy to grow our own talent with sustainability, Credit Suisse seeks to recruit promising young professionals and offers them attractive career opportunities to encourage them to stay with the company in the long term. Credit Suisse supports young talent over the long term and offers apprentices, high school graduates, and students in higher education internships, introductory programs that last several months, as well as many professional training options.

By recruiting and promoting talent, we make an important contribution to society while also giving our organization a competitive edge. We therefore maintain regular contact with the world's best universities and universities of applied science. Since 2011, the percentage of externally hired candidates starting their careers at Credit Suisse has risen from 39% to 45%, with 19% joining directly from school or university and 26% coming to Credit Suisse with less than two years of professional experience.

More Career Opportunities for Young Talent

Credit Suisse offers a wide range of opportunities for young people:

  • In 2015, we offered over 630 commercial or IT apprenticeships and 76 Junior Banker positions for high school graduates.
  • 315 Young Talents[1] completed their apprenticeship or Junior Banking programs at Credit Suisse, against 80 percent of them continue working for Credit Suisse afterwards.
  • 275 university students were newly hired for a Career Start Program, and
  • an additional 360 internships were offered across a diverse range of bank departments. 

In addition to the apprenticeship initiative in Switzerland, Credit Suisse reacted to one of the main worries regularly expressed during the Worry Barometer, unemployment, and invested up to CHF 30 million in training and individual coaching from 2010 to 2015, as part of the youth unemployment initiative "Together Against Youth Unemployment." The training and individual coaching is provided by six non-profit partner organizations, with the goals of improving young people's employment prospects and contributing to education and employment in Switzerland.

We also have various programs to help young people from minorities to enter a career in finance; these programs are run in the US and Australia.