Human Resource Management
KBank has assigned the Human Resource Division to supervise all operations related to personnel management in accordance with related laws, and KBank’s regulations and policies, e.g., Human Resource Management Policy, Human Rights Policy and Personnel Development Policy. Risks and opportunities related to human resource have been appropriately managed. The Board of Directors has supervised and monitored those operations on a regular basis, so that KBank is equipped with qualified and adequate human resources to propel the organization towards achieving our established work plans and targets.
KBank focuses on human resource management to be in step with the ever-changing business environment and in alignment with K-Strategy that focuses on building a “Performance-driven Organization”. This approach aims to manage and develop high-potential employees to deliver results in alignment with the organization’s targets amid environmental and organizational challenges. The human resource strategies consist of three key components, as follows:
- Driving a Performance-driven Culture through organizational design and human resource allocation aligned with business growth and developing performance management to enhance operational efficiency and create stakeholder value. This encompasses goal-setting processes, continuous concrete feedback and guidance from supervisors, as well as developing new forms of employee rewards that vary according to performance, suit different business characteristics, and remain competitive in the market.
- Enhancing Strategic People Capabilities through designing targeted learning programs for key strategic business groups, such as credit and wealth management businesses. The focus is on enabling employees to apply additional skills to create and deliver strategic results for the business and our customers. Notably, this approach has led to significant growth in sales of mutual funds and bancassurance products in high-margin product segments.
- Improving Employee Experience in Human Resource Management, including Employee Well-being through promoting holistic employee wellness covering physical health, mental health, and financial health through various ongoing programs. These include self-assessment tools that help create awareness, along with additional consultation from speakers and experts. For instance, supervisors can receive mental wellness consultations from professional psychologists to help guide their self-care and team care. Additionally, wealth experts provide basic financial wellness knowledge to help employees properly manage their financial security planning. This also includes HR system development to enhance experience Human Resource Management.
Employee Recruitment
Recruitment Process Development: To ensure transparent and fair recruitment processes, the Bank provides training and manuals for interview committee members to ensure standardized personnel selection. The Bank emphasizes diversity management and equal treatment for all.
Recruitment Goals: The Bank aims to communicate to applicants its commitment to being an organization that creates the “Possibility to Make an Impact” for society. The flexible work arrangements and organizational culture that aligns with new generations will enable employees to grow sustainably alongside the Bank.
Development of Employee Potential
To promote employees’ knowledge, capabilities and skills to perform their functions efficiently, and to advance in their career paths, systematic development of employees at all levels has
been undertaken, as follows:
- Building Strong Leadership, The Bank conducts the KLA (KBank Leadership Accelerator Program) to support leadership development from junior leaders to senior executives. The program focuses on developing the Best of BE (Leading Self), Best of WE (Leading Team), and Best of US (Leading Business) through practical training that comprehensively covers all skills aligned with the Bank’s Leadership Values. In addition, intensive workshops on Performance-Driven Leaders and Performance-Driven Organization are offered for executives, from Department Heads to Executive Vice Presidents, to ensure leaders at all levels can guide the Bank towards its goal of becoming a Performance-driven Organization. The Bank also organizes Leader on Stage, a communication platform where senior executives share their experiences, techniques, and insights, alongside external speakers and exemplary employees. This initiative aims to inspire, share ideas, and connect with the Bank’s Leadership Values.
Enhancing Employee Skills and Knowledge The Bank supports the development of specialized skills and knowledge for employees as follows:
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Strategic Capability Program: This program aims to build critical skills essential for driving the Bank’s strategies, focusing on strategic employee groups that require urgent capability development. It includes intensive skill development formats that yield clear business outcomes, such as the Customer Understanding & Insight course for product development divisions in both the Wealth and Payment groups, the Profitability-Driven Program, and the Entrepreneurship Mindset for credit product developers, as well as the Consultative Selling course for sales units.
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Functional Skills Development Program: This program emphasizes job-specific skills of each department based on the Bank’s operational processes, including Credit Skills, Product Manager Development Program, and Data Talent.
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Future Skills Program: This program prepares all employees for future challenges through a blended learning approach over 1.5 to 2 months. It includes self-learning, virtual classrooms, action-based learning, and communities of practice, focusing on growth mindset, outward mindset, and AI to increase productivity.
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Compulsory Courses: These are fundamental courses required for all employees to comply with the regulations and requirements related to business operations of financial institutions.
- Learning Day Activities: These activities address the learning needs of various departments, helping to bridge development gaps. Employees collaborate to identify their learning interests within their respective departments or business groups.
Employee Performance Assessment
KBank conducts employee performance evaluations twice a year, using fair assessment principles and promoting teamwork. To ensure the evaluation reflects both work achievements and behavioral aspects, the bank has
implemented Team Performance assessment alongside Individual Performance evaluation. The Bank monitors performance quarterly, with mid-year and year-end evaluations to identify development opportunities and align individual and team goals with the bank’s objectives. This approach fosters a culture of innovation, risk management, and appropriate cost management to shape organizational attitudes and behaviors toward common goals.
Employee performance indicators and targets align with the Corporate KPIs, which establish both short-term operational goals and long-term business value creation. These reflect sustainable value delivery to key stakeholders including customers, employees, shareholders, regulators, and society, through business performance under the 3+1 Strategic Priorities framework.
Remuneration and Benefit Management
KBank carefully reviews remuneration management to prevent risks of bias, discrimination, or inequality in performance evaluation and compensation processes. The Bank emphasizes managing the salary and basic compensation ratio between male and female employees to minimize differences, based on maintaining balance and equality according to performance and job value. In 2024, the Bank adjusted the executive compensation structure to include a higher proportion of variable pay.
Benefits are provided for all staff members* to ease concerns and promote good quality of living that affects the performance and living conditions of our employees and their families. Employee benefits are provided for our employees and communicated via the website http://Kworkplace.com and LINE Konnect + for Life application.
Read more in KBank's Sustainability Report 2024 Chapter Human Resource Management"
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