business benefits of creating a great workplace

8/7/2019 Business Benefits of Creating a Great Workplace

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Role of the HR function a catalyst for

creating a Great Place to Work

-Subhro Bhaduri

Head Human Resources

Kotak Mahindra Bank Limited


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Presentation Path

Kotak at a glance

Positioning of HR in an organization

Kotak HR framework & its contribution in making Kotak a

Great Place to Work

Business Benefits for Kotak as a Great Place to Work


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Infinite Opportunities..

Infinite Challenges..

Infinite Growth..

Think Investments, Think Kotak

Kotak at a Glance

Entrepreneurial

Non-Hierarchical

Meritocratic

Strong adherence to Business ethics

Down to Earth


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The Growth Indicators

Aug08 Mar09Projected

193

282

Avg. Age of Employee Base : 27 years

Avg. Age of Top Management : 44 years

24031

18101

14029

9835

50873264

2021753

March'03

March'04

March'05

March'06

March'07

March'08

Aug'0

8

Mar'0

9(Projected

)

Employee Base

55.9

94.4 91.4

149.3

225.6

448.6


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Positioning of HR in an Organization


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Value Creation & Best Employment Experience

Alignment

Execution

Renewal

Direction

Coordination

and control

Accountability

External

orientation

Innovation

Capability Motivation

Values

Leadership

In our view, effective alignment of the Performance Culture Levers leads to a Best

Employment Experience, hence leading the Organization to become a Great Place toWork


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HRs Role in Value Creation & Best Employment

Experience

How effectively & in what ways does HR facilitate toPerformance Culture Levers

Shape and inspire the actions of all in the organization

Allign people, processes with organizations vision and values

Alignment

Leadership

Direction & Values

Execution

Accountability

Co-ordination &

Control

Capabilities

Motivation

Design structure/reporting relationships, evaluate individual performance,

create individual accountability for the business results

Build processes for business performance linkage and risk control

Build institutional skills and talent to support the organizations strategy and

create competitive advantage

Inspire and encourage employees to perform and grow with the organization

Renewal

External

Orientation &

Innovation

Engage in constant two-way interactions with employees, Benchmark bestpractices to drive value and provide opportunities for entrepreneurial creativity


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Kotak HR framework & its contribution in making

Kotak a GPTW


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Alignment @ Kotak

Leadership

Kotak Succession Plan at senior management level

Meritocracy

95% of our top team is home-grown

RACE programme for frontline leadership

Direction

Leadership

Values

Direction & Values EVP/ Values linkage to HR Processes

Policy Deployment at National, Regional & Branch Level

Demonstration of Values adherence and Growth Traits is a prerequisite in our

employees career growth


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Execution @ Kotak

Accountability

Coordination &Control

Leadership


Accountability

Standards of Performance for each role defined

Line managers drive recruitment, retention &

development of team members

Individual line manager leads improvement of respective

teams engagement levels

Co-ordination & Control

70% of Talent sourcing through internal sources

Talent Fit check through Culture match check

Input tracking & Monthly update of Individual Performance Scores

Process Implementation Audit


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Execution @ Kotak

Accountability


Leadership


Capability

3 tier Leadership Development program aligned to

Competency Framework

Kotak Hi-Po program for mid management

Pre-trained model for hiring graduates/ post graduates

MBA program for graduates

On-line Training and Certification system

Motivation

Empowerment to take up new projects & lead business initiatives. Business Leaders are encouraged to take up Group Level Vision related projects

Senior Managers are encouraged to drive enterprise wide initiatives

Monetary Incentives, Variable Pay Plan, Contests, Holiday Trips etc

Non-monetary recognition based on customer appreciation, informal appreciation

process, performance awards linked to process adherence, values practiceawards, internal/ external feedback based awards


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Renewal @ Kotak

External Orientation & Innovation

Pre-joining communication

Employee Connect Initiatives

Daily updates on organizational developments

and Market

Post exit communication

Entrepreneurial Creativity development driven through defined

Professional Entrepreneurship Development Process

Externalorientati

on

InnovationLeadership


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Execution @ Kotak

Accountability


Leadership


Work Life Balance = making the workplaceenjoyable..

Dependent policy, annual picnic with family etc

TGIS - Other activities (pursuing hobbies like reading,

cooking, trekking, dancing, etc) CSR - Corporate Payroll Giving program, R-Five etc

CFOs (fun2Work) initiatives, HouseKonnect (plays),

Sports & Social gatherings (Kotak Olympics, Jung etc)

Employee Welfare - KareKonnect (health, fitness,

wellness & nutrition), Engaging employees childrenthrough theatre and education Know your Banking

workshops.


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Business Benefits for Kotak as a GPTW

Attraction

Increase in employee base in past 3 years time from 3200 to 18000 70% of the above recruitment done through direct talent attraction at industry benchmarked costs

Retention Kotak company level attrition dropped by 4% on a year on year basis for the last 3

years.

Development

66% of all leadership positions filled through Kotak Succession Planning

95% of Top Management has grown from within the organization

Innovation & Competitive Advantage

Set-up of new business like Asset Reconstruction Division and Corporate Real Estate

Employer Branding

10th Best Employer in India in 2007 in Hewitts Study - The only Bank in the Top 10

Amongst the Top 50 Great Places to Work in India in 2008 (as per Great Places to

Work Institutes Study)


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Thank You


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Home-grown leaders

Some of the Leaders developed in-house

Gaurang Shah Head, Kotak Life Insurance Never bought insurance in his lifenow selling it to a 100,000 customers!(Cross Functional Movement)

K.V.S. Manian Head Retail Liabilities, Kotak Mahindra Bank A non-banker Driving Kotak Mahindra Bank from 0 to 200 Liability Branches and beyond..(On the Job Learning opportunities)

Kamlesh Rao Head Personal & Home Finance, Kotak Mahindra Bank

Hired in 1995 as a Management Trainee 7 years hence, he was already heading the Personal Finance Business(Fast Tracked Career Progression)

Manish Kothari Head Emerging Corporate Group Hired in 1995 as a Management Trainee. 7 years hence, started heading the MME (mid market enterprise)

business for the Bank(Fast Tracked Career Progression)

And many more..


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Professional Entrepreneurship

There are many entrepreneurs at Kotak Mahindra


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Values Inception & Internalization

PerceptionStudy

Evolution of

Values

Validation ofValues

Articulation ofValues

Rollout withbranding &

Communication

STARSelect

Reward Linkages

(Hall ofFLAME)

360 degree Feedback

process

ValueVisualization

Workshops (MTEP)

Documentation of P3 :

People, Process,

Performance

Alignment of all People Processes and practices with the Shared values & Employee Value Proposition

(EVP)

Alignment of all Customer Service Processes with the Shared Values and EVP

In collaboration with Business in Creating this Experience

Core Values &Core Values &

Service ValuesService Values

Shared Values Internalization

Direction

Leadership

Values


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3 Months

SOPSCORECARD

3 Months 6 Months 12 Months

Levels of Performance

Kotak RACE

RACERACERACERACE -RRRRecognitionAAAAndCCCCareerEEEEnhancement

- Our Performance Management Program for Sales Team

Members based on four basis principles of

Passion, Pride, Prosperity & Progress.Passion, Pride, Prosperity & Progress.Passion, Pride, Prosperity & Progress.Passion, Pride, Prosperity & Progress.

SOPs a combination of

Business volumes (SOPs) Customer Feedback

Branch Scores

Audit Scores

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