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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
Capability Motivation
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
Coordination &Control
Leadership
Capability Motivation
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
Coordination &Control
Leadership
Capability Motivation
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