Care for employees

KB’s strategic vision for human resources is forging long-term partnerships with its employees. A precondition is professional relationships based on confidence, respect, communication with each other, and equal opportunities. We are aware that work is not everything, and therefore make sure that our colleagues are satisfied and eager to learn new things.

Cooperation between employees is based on four core values: team spirit, innovation, commitment and responsibility. Together, they form the foundation of the corporate culture on which we are building our future. These values are also an integral part of our mission and how we want to be perceived on the market.

We apply the non-discrimination principle in recruitment. The decisive aspect for us is that the expectations concerning the job position and the job description are in line with each individual candidate’s knowledge, competence, and expectations.

We have focused on caring for the health of our employees systematically and in the long-term. Due to the current global epidemic situation, we also offer a large part of our activities online.

The headquarters building in Prague's Stodůlky district has a gym where group yoga and TRX classes are held. As part of the Mojevitalita.cz programme, which promotes a healthy lifestyle, e-learning courses are available on the topics of smart office, home office or coronavirus. Online expert workshops and webinars on healthy eating and mindfulness are held throughout the year. We regularly support our employees' sports activities or the purchase of healthy lifestyle products through a benefit system. We also offer a Counselling Programme that helps employees with psychological, legal and COVID counselling.

We continue to help employees who find themselves in a difficult life situation. We provide support in various ways, depending on the life situation the employee is facing, such as flexible working hours, reduced working hours, financial support or unpaid leave.

We offer a broad range of educational activities and programmes to KB and KB Group employees.

We devote great attention to front line employees and develop their sales and digital skills. The adaptation of new employees and the development of high-potential employees is important to us, and we organise a number of programmes to support their talent. We also promote employees’ skills in the international environment in cooperation with our parent company, Société Générale.

The educational offer is varied, and studying is possible in both face-to-face training sessions or through webinars, as well as anytime and anywhere through online forms.

Supporting the development of employees' knowledge and skills through on-the-job activities and sharing know-how across the organisation is very important to us. We introduce new formats for sharing, such as sharing groups, peer-to-peer learning, market places, etc. Employees also benefit from mentoring, and our own internal coaches are now available to them.

We bring together the supply and demand of educational activities under the heading of the so-called EDU portal. In the EDU portal catalogue, employees can find training courses focusing on technological and digital competences, agility, development of sales skills or soft skills. Of course, there is also mandatory and regulatory training.

Komerční banka is taking in account sustainability risks in its remuneration policy, indeed, the KB remuneration strategy promotes sustainable growth and enhances the value of the bank in the eyes of employees, shareholders and clients through sound and business-sensitive remuneration policy. We have incorporated the sustainability goals (measured by OKRs) to the motivational system of top management and employees involved in sustainability transition.

Our remuneration is based on four principles. The principle of internal equity, which ensures that equal work and equal performance under the same transparent circumstances is rewarded equally. The principle of external competitiveness is ensured using regular market research. The risk-based principle ensures that remuneration remains consistent with sound and effective risk management. And the principle of individual contribution, which takes into account individual contribution or potential and which accompanies the bonus for meeting targets and performance.

Equal remuneration is a fundamental pillar of Komerční banka's diversity strategy. Our goal is a zero gender pay gap by 2025, which we want to achieve across all employee groups. For the managerial population, we are targeting zero from the current 4.8% and from 4.1% for the employee population.

We want to be a responsible employer and promote a feeling of belonging to the Komerční banka Group, which is why we give employees the opportunity to choose discounted products and services from a wide range of employee benefits and advantages.

We also meet with university students on the occasion of job fairs, open days, workshops, and special events on specific economic issues.

Every year, dozens of interns from universities and secondary schools gain experience at the Komerční banka's head office and in branch network as interns.

We regularly rank in the highest places of the TOP Employer of the Year competition, in which students and graduates vote for the most desirable employer, and we manage to hold the top spot in the Banking and Investment category.

We have also created the Digital Bank of the Future podcast series, in which experts from our staff introduce new banking products, services and technologies to the public.

We are actively interested in our employees’ satisfaction.  Every year, we organise Employee Barometer: via an online questionnaire we give our employees an opportunity to voice their opinions and become involved in development and innovation at KB.

A new feature is KuBa, an intelligent chatbot that helps to induce newcomers into the new environment. KuBa is gauges their satisfaction in the integration process.