creating an attractive workplace
K&H Group considers its employees its most important resource. We believe that we can only achieve the success we aspire for with satisfied, motivated and highly skilled workforce. Therefore, we work to align the Company’s needs and our employees’ expectations in every aspect of Human Resources management.
We know that excellence at work and unceasing professional development can only be achieved under the right conditions. At K&H, we therefore take special responsibility for our employees. This is why we regularly survey the atmosphere at the workplace and how satisfied our employees are with the work environment and the fringe benefits and career opportunities that we provide. Every year, we conduct a comprehensive employee satisfaction survey at K&H Group, involving every single one of our staff. We use the findings of these surveys in several areas of our operations, including the development and improvement of our motivational programmes.
Our cafeteria system offers a wide array of benefits, from which our employees can choose according to their individual situations, while they also receive special bank account terms and conditions as banking customers. Our Group organises high quality training courses to encourage our employees to improve their skills and we offer a broad range of career options within the Group to support their ambitions.
training programmes
We offer our employees wide-ranging development opportunities so that they can acquire competencies beyond what is strictly required in their actual jobs. Our programmes include training in extended professional skills and abilities and in language proficiency. We are committed to maintaining our people’s professional and market value by affording them an opportunity to develop future-proof skills.
We support our employees pursuing studies in regular higher education both financially and with work-hour allowances.
We offer a wide range of training courses, which come in both traditional and digital-online (e-learning, video courses) form.
We lay great emphasis on the professional as well as the social onboarding of new colleagues.
career planning and development
We facilitate in-house career planning by defining typical career paths fitting K&H Group’s organizational structure and job-related competence requirements.Our career development programmes are another contributor to internal selection and promotions. In every two years we run a round of our Young Talents programme, which offers individual and group training opportunities to twelve to thirteen specialist participants for three years with a view to developing them into middle managers.
We run a new round of our branch manager training programme every year or every two years aiming to train twelve to fifteen participants for a period of two years, primarily to head new K&H branches.
Our Career Starters programme is open to talented graduates, whom we guide through various functions of the Group in nine months and then hire as junior colleagues in the areas best fitting their skills and capabilities.
The post-training questionnaires, feedback from the participants and the results achieved all attest to these programmes’ valuable contributions and overall success.
young mothers programme
We have been running our “Welcome back” programme for new mothers on longer leaves after childbirth successfully since 2007. We believe that it is important for employees on a long leave to keep in touch with us and be able to follow the latest developments at K&H. We want to make it easier for them to return to their jobs after an extensive maternity leave – to have as many of them as possible return to us and to make their return as smooth as possible.
internal communication
We communicate actively not just with the outside world but also with our own employees. The key to K&H’s success is in the hands of our colleagues; it is therefore very important for us that they learn about all news concerning K&H straight from the horse’s mouth.
More than that, we make our internal communication interactive: a dedicated electronic forum allows our employees to share their ideas and make suggestions towards improvement, which we welcome and incorporate into our plans.
working conditions
Among others, we pay attention to ensuring that our offices are of the right size, the utilisation of space is optimised, natural sources of light are used, and eye-care computer monitors are installed. In designing our workspaces, key considerations include ergonomics and the application of ‘green office’ principles (which focus primarily on energy saving options in day-to-day office work and the selection of environmentally friendly materials and substances).
In 2022 we took further steps to create the technical and regulatory framework for working from home wherever this is permitted by the nature of the job. All employees were given smartphones and laptops for remote access.
Over 2200 head office staff were given the opportunity to work from home 50% of the time, while our employees at customer service points across the network received an allowance of 13 days per year for working from home.
child friendly workplace
Back in 2013, K&H received mtd Consulting Group’s “Diverse and Family-friendly Organisation” award and “Mentor Organisation” award in recognition of the fact that the creation of a diverse, inclusive and family-friendly workplace was one of our priorities and we focused on equal opportunities, a work-life balance and practices that promote family-friendly employment.
Since July 2013, our employees working at the K&H Head Office building have been able to use (after registration) our child-friendly office. Our aim with the creation of this office was to lend a hand to employees who need to mind their children themselves for a few hours (or a couple of days). They can work in this room while their kids are playing away in their corner under their parent’s watch.
Having been named “Family-friendly Organisation” and “Mentor Organisation” year after year since 2016, in 2023 we also received the “TOP Employer” award for the third time in a row!
our equal opportunities and diversity policy
K&H is committed to providing equal opportunities to its employees regardless of age, gender, national or ethnic origins, religious or political beliefs, and sexual preference.
gender equality
Equal opportunity for genders is important to us, and we make significant efforts for it. In 2019 we joined the Common Cause campaign, demonstrating that gender equality is part of our fundamental values and organisational culture here at K&H. In recruitment and managerial succession planning, our primary goal is to make all decisions on the basis of competencies, even as we strive for an equal ratio of the genders. Among others, we have launched a series of workshops for women and a mentoring programme to support women working for K&H Bank and K&H Insurance in their career ambitions and further increase their representation in senior management.
Providing equal opportunities for the genders and making appointment decisions based solely on merit has always been a part of our core values and organisational culture. This is evidenced by the fact that, as of the end of 2022, on average 45% of all managers at K&H Group were female. Nevertheless, we will need to do even more to achieve gender parity at the highest levels of management.
In order to provide growth opportunities as widely as possible, we intend to offer special support to our talented and ambitious female colleagues with management potential. Established in 2020, our K&H meNŐk Career School offers advanced training opportunities for our female managers.
Diversity rocks initiative
We believe it is important to provide our employees with the opportunity to actively participate in K&H initiatives supporting equal opportunities, inclusion and diversity.
A team of volunteers sponsored by the head of the Business Banking Division, has been working towards this goal since late 2021.
The main task of the team is to devise and implement initiatives to further strengthen the organisational culture of inclusion and promote networking along the common objectives.
The participants have been allocated to smaller groups, organised around the following topics:
- supporting women’s managerial ambitions
- supporting the employment of colleagues with reduced working capacity (disability)
- young people at K&H (community building events)
- supporting long-serving K&H employees nearing retirement
- preventing and treating burnout
- sports
sustainability
Sustainability is one of our key business strategy objectives and most important company values. Keeping our stable teams at an exceptionally high level of professional excellence is one of our top priorities and the sustainability of our operations and our organisation is a constant focus point for our managers.
#together
We consciously work to improve our teams’ wellbeing and offer them teambuilding programmes where strengthening cohesion in smaller communities is the main objective – in the same spirit as we care for the unity and cohesion of the entire K&H community. One occasion to get together for that reason is the annual K&H Go! sports day in Tihany; but the same objective is sought with other community programmes, such as our theme weeks, for instance – the Diversity Week or the Knowledge Week among them – which have become the symbols of a colourful K&H community life.