Employee well-being is an essential concentration and basic piece of KMBL's development and achievement technique. Following the merger of ING Vysya Bank with Kotak Mahindra Bank on April 1, 2015, worker premium has been a focal concentration at each phase of the coordination. From a worker perspective, separated from basic and process coordination, the Bank had a solid culture mix design including the blend of individuals into one 'culture'. Over and over this, KMBL likewise presented new HR hones and further reinforced the continuous ones.

Culture Integration

Aside from practical and basic combination, KMBL attempted generous work to drive its "center" qualities and culture inside the last money related year that has fortified the coordination procedure.

Introduction Program:

Substantial scale acceptance programs were attempted to arrange the approaching groups into the 'Kotak lifestyle' with a prologue to the Bank's esteems, culture, items and procedures. Over 200 clusters crosswise over 28 areas and covering 7100+ representatives were led by 150+ prepared facilitators.

Useful Training:

More than 4,200 representatives were prepared by means of 371 e-learning modules of roughly 60 hours. 67 recreations were taken off to students as part of their every day recreation practice by 48 mentors covering 14 distinct sorts of employment part

Continuous Communication:

In light of the merger, constant correspondence with representatives was basic. Assorted correspondence techniques guaranteed important data was fell through different channels successfully. Senior administration inclusion supplemented the progressing correspondence with visit 'Lunch time Charcha' with Mr. Uday Kotak, Town corridors, Webcasts, and Meets sharing an unmistakable, convincing vision for the Bank.

The detailing year likewise saw the dispatch of numerous engagement activities and devices for workers and chiefs. The activities went from including devices and stage to reinforce the listening design to empowering chiefs to support elite culture.

Health and Well-being of Employees

Representative prosperity and keeping up the work-life adjust necessities has been of fundamental hugeness to KMBL. Perceiving that making a safe and an empowering working condition empowers representatives to understand their maximum capacity, KMBL has completely grasped its statutory obligation and is resolved to broaden mind and bolster past the statutory structure. Every technique, program and activity composed towards this exertion is driven by the goal to enable representatives to oversee their expert and individual lives productively. Some of these projects are moreover intended to connect with groups of its representative.

Performance of Employees


Total number of employees (as at 31.03.2016)
31,410

Total number of employees hired on temporary/contractual/casual basis (as at 31.03.2013)
1,029

Total number of permanent women employees (as at 31.03.2013)
6,071

Total number of permanent employees with disabilities (as at 31.03.2016)
N.A

Employee association recognized by management
2,989 (Unionised)

A section of officers comprising about 955 on IBA cadre are members of Bank Officers’ Association and they are recognised Association. In the case of non-officers category about 2034 employees are members of All India Kotak Mahindra Bank Employees’ Union which is recognised by the management.

Apart from this through employee engagement mechanism the Bank directly engages with all employee on various expects of employee well being. For more details please refer to employee well being section of the ‘Business Responsibility Report.’6 Percentage of permanent employees part of employee association 9.51%

Child labour/forced labour/involuntary labour complaints filed (pending)
Nil

Sexual harassments complaints filed (pending)
08 (Bank Standalone)

Discriminatory employment complaints filed (pending)
Nil

Percentage of employees covered with safety & skill upgradation training (permanent
employees)
84%

Percentage of employees covered with safety & skill upgradation training (permanent
women employees)
84%

Percentage of employees covered with safety & skill upgradation training (Casual/
Temporary/Contractual)
69%

Percentage of employees covered with safety & skill upgradation training (Employees with disabilities) Included in total number of employee