The employees needed continuous motivation to maintain their desired level of performance amid extreme stress. The Company initiated ‘Sampark’ to engage with each of our employees. Each of the HR team members connected with around 30 members on a regular basis to enquire about their well-being. We arranged for proper protocol, which include the following:
COVID-19 was a testament to the Company’s resilient culture, which enabled it to stay strong through the challenging times. The team was involved in cross-functional activities to keep business momentum running even during the lockdown.
As we realigned our overall business strategy, we also aligned our recruitment process around the gap identified during the implementation of the new strategic roadmap. We are increasing our focus towards the affordable housing segment and recruiting specialists in the category to support our growth plans. We are also strengthening our teams for risk management and credit team as well.
At PNB Housing Finance, we endorse the ‘build’ option over the ‘buy’ option. We focus on developing our internal talents to fill up the vacated position in the higher levels. This also helps in building a highly motivated team with clear career progression visibility
Employees
Share of women in the workforce
New recruits during the year
Average tenure of employees in PNBHF
e-Training modules were accessed during the year
Training person-days per employee
We continuously monitor the training and development requirements of our employees based on three-pronged objectives – organisational, functional and individual excellence. Our comprehensive learning management system called eGURU is used to train employees. eGURU is the repository of all process manuals as well as compliance-related training modules. We ensure our people are trained periodically on key compliance issues like Anti-money Laundering, Prevention of Insider Training, Prevention of Sexual Harassment, Cybersecurity as well as other topics that help in creating a transparent and strong internal process. We migrated to virtual platforms to conduct training sessions for employees.
We made the compliance modules on the e-platform to facilitate digital learning.
We utilised the lockdown to motivate our employees and encourage them to upskill themselves. As part of the commitment towards employee capability development, the Company collaborated with learning platforms to extend micro learning library with courses on behavioural, managerial, leadership, cognitive and technical skills.
As we accelerate our journey towards digitalisation, we are reorienting our people to adopt to working in the digital environment. We initiated programmes in functional and behavioural areas to upskill the employees. The team is now mentally prepared to work in the new environment.
