Thursday, April 2, 2020

KBANK’S PEOPLE MANAGEMENT TOWARDS BUSINESS TRANSFORMATION
KBank has embarked on a Digital Transformation journey to enhance customer experience, embed and collaborate with ecosystems and become a real digital organization. There are many areas of changes such M&A with new digital business partners to create a new financial ecosystem, regional business expansion, decision making by relying on data and re-structuring the organization by merging two main customer segments; Retail and SME segments as “One Team” to offer the best customer experience.

In people management KBank walk the talk as the “KBank’s Human Capital Vision
”. We believe that if we take care of our employees well, they will voluntarily take care of our business. Employee > Customer > Business > Sustainability.

As part of “KBank’s Human Capital Vision” it has developed and used Employee Value Proposition (EVP) to assist in the acquisition, engagement and retention of a diverse talent pool to accelerate their digital transformation journey. KBank’s EVP has been aligned with the organization’s future vision, core values and strategy to drive attraction, engagement and retention. These are meant to be used in recruiting campaigns as statements defining the employee experience at KBank. The four levels of the EVP architecture are as follows:

KBank is focused on achieving greater efficiency in human resource management, creating a positive experience for career seekers interested in working with KBank, creating a positive employee experience and engagement, leading KBank in becoming a data-driven organization, and making KBank a digital workplace, in addition to improvements in other facets of human resource management operations.

KBank is opened to diversity in the workplace in terms of gender, age, education, nationality, race, color, religion, citizenship, sexual orientation and disability. Such factors are ingrained into the organization identity to drive forward KBank towards efficient management of a challenging diversity amid rapid technological changes. The designed program focus on two main targets –fresh graduates and experienced applicants.

KBank has established a Digital Talents Strategy to attract high potential people to work with the Bank. Under the Kasikorn Career Program, various channels and formats for recruitment have been developed in keeping with the fast-changing lifestyles of the digital age, especially through social media including Facebook, LINE, YouTube, LinkedIn and KBank’s website.
Even though the online channel is highly impact, the offline channels such as Career Fairs, Roadshows and other recruitment activities are still required as a fundamental aspect for KBank to reach the target job seekers.

To be “The Best Place to Live” and “The Best Place to Grow”, KBank has developed positive employee experience, learning & development programs. To build positive employee experience, KBank initiated the #POSSIBILITY project to promote quality living conditions for employees and their families such as upgrading their access to data and flexible working arrangements with the use of IT tools under the Smart Workplace Concept.

For being “The Best Place to Grow” in the digital transformation era, KBank has designed learning & development programs to support current business and prepare for future business especially digital and data analytical skills for all employees and executive. These programmes are:

  • Strategic theme in Live/Execute/Lead Digital Program to build digital competency level in order to adapt to changes in the digital disruption era.
  • Data driven & Future Skills Training Program to build data analytics competency and design thinking mindset to change the way of work, decision making and enhance advisory skills to enhance customer satisfaction.
  • Change Enablement and Transformation Program to build a “Change maker” as the communication representative for the organization.
  • Leadership Development Program to develop executives’ readiness in the complicated business world.

All success of these initiatives is reflected in the reduction in the attrition rate and the increase in employees’ competency to “Lead Digital” within Y2021 and various awards in human resource management and business sustainability. These awards include:

  • The 2018 Brandon Hall Group Excellence in Talent Management Awards:
    KASIKORNBANK won three awards from the Brandon Hall Group — a silver medal in Best Employee Value Proposition and two bronze medals in Best Advance in Creating a Talent Strategy and Best Advance in Employee Recognition.
  • No. 8 World Best Employers Ranking from Forbes magazine:
    KASIKORNBANK was ranked in Global 2000: World’s Best Employers by Forbes magazine (8th in the world and the only Thai organization ranked in the Top 10 and KBank won the 1st among global banks).
  • Dow Jones Sustainability Indices (DJSI) 2018:
    KASIKORNBANK is honored to be the first commercial bank in Thailand and ASEAN to be selected as an index component of the Dow Jones Sustainability Indices (DJSI) 2018, including the DJSI World index and the DJSI Emerging Markets Index for the third year running and is classified in the Bronze Class of the banking industry category by RebecoSam for the second year. The assessment results are published in the RebecoSam Sustainability Yearbook 2019.

KBank will keep focusing on achieving greater efficiency in human resource management operations, creating a positive experience for career seekers interested in working with KBank, creating a positive employee experience and engagement, leading KBank in becoming a data-driven organization, and making KBank a digital workplace, in addition to improvements in other facets of human resource management operations and promoting KBank’s positive image and sustainable growth in the long run.

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