CAREERS
Career Development
Focusing on your development
Our success, both now and in the future, depends primarily on our people. It makes sense to encourage everyone to develop to their full potential. We work very hard to attract and retain talented, unpretentious people with a 'hands-on' mentality and create an environment in which they can perform to the best of their abilities
People joining ING will be connected to a wealth of training, development and career opportunities. However, our philosophy is to encourage people to take ownership of their own progression. We'll provide you with the resources you need, so that you can expand your own competences and experience - but the choice of direction will often be yours to make.
Development Opportunities
Our success as a company is not just about great products, but great people. We aim to deliver on our promise of being a great place to work and providing opportunities to grow, learn and develop our talents.
We believe in bringing learning to life. Several ING divisions have their own Academy and offer a wide range of online courses and other training tools. The ING Business School has been established to develop more experienced and empowered business leaders for the future.
Recognising Talent
To achieve our mission of "setting the standard in helping our customers manage their financial future" our leaders must be able to inspire their team and the colleagues around them to excel. Developing these leaders is the aim of ING Talent Management.
How do we define 'talent'?
Talented people have the ability and the ambition to develop, deliver outstanding performance, and have the potential to achieve a senior management position. They are also competent in areas that match our leadership profile
What are the growth opportunities and promotional avenues open for employees?
We continuously identify fast trackers and promote and position them appropriately. By the way, career progression does not have to be only vertical, it can be horizontal also. We are keen on providing career progression - both horizontally as well as vertically for our employees according to their talents and interests. In fact we encourage that employees with more than 24 months in a current role may explore new role/ expanded role within/outside their current function. It should, however be appreciated that this will be subject to the individual having gained sufficient expertise in the current role and being ready to handle an expanded/ new role in the same/new function.
Talent Management framework at ING Life
At ING, we pay significant attention to the way we manage our talent. This supports the Company wide effort to develop a Winning performance Culture- a pivotal component of ING's people strategy that allows us to attract, motivate, retain and develop the very best people for continued business growth.. Talent management at ING enables the leadership team to look across all employees in the organization and make informed assessments based on three principle areas: past performance, growth potential and ambition.
Past performance
We look at what has been achieved against the pre-agreed individual objectives as well as how the performance is achieved. We use the ING Leadership star as the reference- to measure the "how" of delivering performance-. All our Managers are expected to exhibit the five critical leadership behaviors, as per ING Leadership Star:
Growth Potential
Growth factors indicate a person's potential to take on increasingly business critical, complex and/or challenging roles. We assess growth potential on 10 factors as per the model developed by the ING Group, based on extensive research by DDI and Egon Zehnder. The 10 growth potential factors are:
Ambition
In addition to the performance and growth potential, we look for ambition in our "talents". Ambition refers to the extent to which a person is willing to make personal choices necessary to make it to a more senior position, including whether the person is willing to relocate and take on extra work to further his/her development
Our success, both now and in the future, depends primarily on our people. It makes sense to encourage everyone to develop to their full potential. We work very hard to attract and retain talented, unpretentious people with a 'hands-on' mentality and create an environment in which they can perform to the best of their abilities
People joining ING will be connected to a wealth of training, development and career opportunities. However, our philosophy is to encourage people to take ownership of their own progression. We'll provide you with the resources you need, so that you can expand your own competences and experience - but the choice of direction will often be yours to make.
Development Opportunities
Our success as a company is not just about great products, but great people. We aim to deliver on our promise of being a great place to work and providing opportunities to grow, learn and develop our talents.
We believe in bringing learning to life. Several ING divisions have their own Academy and offer a wide range of online courses and other training tools. The ING Business School has been established to develop more experienced and empowered business leaders for the future.
Recognising Talent
To achieve our mission of "setting the standard in helping our customers manage their financial future" our leaders must be able to inspire their team and the colleagues around them to excel. Developing these leaders is the aim of ING Talent Management.
How do we define 'talent'?
Talented people have the ability and the ambition to develop, deliver outstanding performance, and have the potential to achieve a senior management position. They are also competent in areas that match our leadership profile
What are the growth opportunities and promotional avenues open for employees?
We continuously identify fast trackers and promote and position them appropriately. By the way, career progression does not have to be only vertical, it can be horizontal also. We are keen on providing career progression - both horizontally as well as vertically for our employees according to their talents and interests. In fact we encourage that employees with more than 24 months in a current role may explore new role/ expanded role within/outside their current function. It should, however be appreciated that this will be subject to the individual having gained sufficient expertise in the current role and being ready to handle an expanded/ new role in the same/new function.
Talent Management framework at ING Life
At ING, we pay significant attention to the way we manage our talent. This supports the Company wide effort to develop a Winning performance Culture- a pivotal component of ING's people strategy that allows us to attract, motivate, retain and develop the very best people for continued business growth.. Talent management at ING enables the leadership team to look across all employees in the organization and make informed assessments based on three principle areas: past performance, growth potential and ambition.
Past performance
We look at what has been achieved against the pre-agreed individual objectives as well as how the performance is achieved. We use the ING Leadership star as the reference- to measure the "how" of delivering performance-. All our Managers are expected to exhibit the five critical leadership behaviors, as per ING Leadership Star:
- Creates shared vision and strategy
- Embraces & drives for change and is an entrepreneur
- Drives for results with integrity & compliant behaviour
- Focuses on the customer AND
- Builds, engages & empowers high performing teams
Growth Potential
Growth factors indicate a person's potential to take on increasingly business critical, complex and/or challenging roles. We assess growth potential on 10 factors as per the model developed by the ING Group, based on extensive research by DDI and Egon Zehnder. The 10 growth potential factors are:
- Willing/Desire to lead
- Brings out the best in people
- Personal authenticity
- Receptivity to feedback
- Learning agility
- Passion for results
- Navigates ambiguity
- Adaptability
- Conceptual thinking and
- Global citizen
Ambition
In addition to the performance and growth potential, we look for ambition in our "talents". Ambition refers to the extent to which a person is willing to make personal choices necessary to make it to a more senior position, including whether the person is willing to relocate and take on extra work to further his/her development
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