ING Bank Śląski | Annual Report 2014


ING BANK ŚLĄSKIAnnual Report 2014

Human resources management


As at 31 December 2014, the ING Bank Śląski S.A. Capital Group had 8,157 employees. When compared to December 2013, the number of employees declined by 109 persons (or 1.3%). The decrease in the number of staff was associated mainly with the performance of optimisation processes at ING Bank Śląski S.A. in the Risk Management, Operations and Retail Network areas.

In December 2014, ING Bank Śląski S.A. had 7,687 employees, down by 112 persons (or 1.4%) from December 2013.

Employment in the ING Bank Śląski S.A. Capital Group
  31.12.2014 31.12.2013
  number of persons % number of persons %
Retail Banking 3,877 50.4 3,946 50.6
Corporate Banking and Financial Markets 1,107 14.4 1,085 13.9
Operations/IT/Services 1,961 25.5 1,883 24.1
Risk Management/Organisation/Finance/HR 742 9.7 885 11.4
Bank Total 7,687 100.0 7,799 100.0
ING Securities S.A. 124 26.4 120 25.7
Centrum Banku Śląskiego Sp. z o.o. - 0.0 14 3.0
ING Lease (Polska) Sp. z o.o. 160 34.0 154 33.0
ING Commercial Finance Polska S.A. 91 19.4 88 18.8
Solver Sp. z o.o. 38 8.1 48 10.3
ING ABL Polska S.A. 1 0.2 1 0.2
ING Usługi dla Biznesu S.A. 56 11.9 42 9.0
Subsidiaries 470 100.0 467 100.0
ING Bank Śląski S.A. Group 8,157   8,266  

Remuneration policy

In 2014, ING Bank Śląski S.A. kept its remuneration policy, the aim whereof is to effectively support the strategic goals. The assumptions of the policy are based on competitive and marked-to-market as well as transparent and coherent remuneration offered to employees. 

On 01 April 2014, the pay rise process was conducted at the Bank, it was designed to adjust the remuneration to the market level. The pay rise amount depended on employee’s current remuneration and on their annual performance appraisal grade. 

Once again, the Bank settled the bonuses for employees covered by the Variable Remuneration Policy of Persons Holding Managerial Positions Having Material Impact on the Risk Profile of ING Bank Śląski S.A. In compliance with the Policy, the variable remuneration is deferred and at least 50% thereof is paid in phantom stock entitling to cash dependent on the value of ING Bank Śląski S.A. shares. In H1 2014, the first part of the deferred bonus was paid to the persons holding managerial positions.

The Bank finalised the works aimed at implementing into internal regulations the provisions of the Commission Delegated Regulation (EU) No. 604/2014 with regard to regulatory technical standards with respect to qualitative and appropriate quantitative criteria to identify categories of staff whose professional activities have a material impact on an institution’s risk profile. The outcome of the works is development of an extended list of persons having material impact on the risk profile of the Bank. They will be subject to the variable remuneration principles as of 01 January 2015.

Recruitment and Employer Branding (Preferred Employer)

In 2014, ING Bank Śląski S.A. continued its employer branding activities geared towards professionals and students. As part of recruitment process addressed to people with experience, communication with the market of candidates was expanded by, inter alia, the social media: Goldenline and, for the first time, LinkedIn. Additionally, at the end of 2014 a new external recruitment system – eRecruiter – was implemented.

Actions dedicated to people entering the labour market (students and graduates) carried out by the Bank in 2014 included, among others: 

  • Joining job fairs for students,
  • ING Ambassadors Programme (for students representing the Bank at universities), 
  • Internship programme – “Internship with the Lion” – addressed to second and subsequent year students who plan to work in banking in the future. In 2014, 56 students participated in the Programme, and
  • Fourth edition of the “ChallengING IT” placement programme addressed to students interested in development within IT area,
  • Corporate Readiness Certificate – cooperation with ING Services and IBM as part of the educational IT programme at two universities in Silesia,
  • Cooperating with career offices and student organisations (AIESEC, Wiggor, BEST, CEMS and Paneuropa),

Vast offer and quality of internship within the HR area conducted at ING Bank Śląski S.A. were appreciated by external research and ranking institutions. In February 2014, ING Bank Śląski S.A. was honoured for the fifth time with the Top Employers Poland (2014) certificate; it also received the Top Employers Europe certificate. The Bank was awarded the latter for the first time thanks to other units of ING Group being certified in France, Spain, Belgium and Italy at the same time. The award granted by the Top Employers Institute – an independent international organisation – confirms that ING Bank Śląski S.A. belongs to the group of top employers worldwide. It was yet another time when the Bank was among top 3 companies certified on the Polish market.

Once again, students listed ING Bank Śląski S.A. as one of the top ten most desired employers. The Bank came 7th in the survey conducted by the AIESEC international student organisation. Students from 39 universities across Poland indicated companies which in their opinion are the most desired employers in the country. The clue of the survey is a comprehensive analysis of students insights concerning the labour market.

Employee development and training courses

Pursuant to the adopted strategy, in 2014 ING Bank Śląski S.A. continued educational activities for its employees.

The defined development needs were addressed using a wide variety of tools: training courses, workshops, seminars, lectures, qualification-upgrading sessions, coaching and mentoring processes, development assignments as well as participation in projects and self-education. Employees could improve their knowledge and qualifications primarily during training courses and workshops. In 2014, emphasis was put mainly on specialist, sales and product training courses, run in the form of stationary and e-learning courses and as blended-learning. Employees of the Retail and Corporate Sales Networks and of the Head Office units, including managers and new employees, participated in those actions.

Apart from the catalogue of activities available to each employee, the Bank carried out the actions that were dedicated to specific organisational units (development programmes). What is more, the Bank continued training courses in the security and compliance area; they were conducted regularly for all employees.

The Bank supports also self-enhancement of skills by employees, performed in the form of certification, post-graduate studies or the Polish Bank Association standards.

Besides, with regard to the development programmes run in 2014: 

  • The Managerial Competences Compass programme, aimed at preparing the sales employees to take up managerial positions in the Retail Network in the future, was completed and summarised. By the end of the programme, 8 participants were promoted to Area Directors in the Retail Network.
  • ING International Talent Programme was continued. The Programme aims at acquiring talented graduates with the professional experience of no more than 2 years, having potential to take up key managerial positions within the next 5-7 years. It fosters participants’ development based on diversified experiences and individual development programme consistent with the needs of the organisation and the participant’s profile.
  • Orange Meetings were organised for employees with distinctive large potential and commitment. During the meetings, employees may share their ideas with the Bank top management. 13 meetings with the Bank Management Board Members were held during the year; 100 employees attended them.

Employee development was supported by on-line tools, for example the Development Navigator (an application containing, among others, transfer offers for the employees of the Bank and Subsidiaries).

HR processes digitalisation

In 2014, the Bank continued to further develop the SAP HR system, among others, to handle the variable remuneration process for the persons holding managerial positions having material impact on the risk profile of the Bank. Between March and May 2014, variable remuneration was paid to eligible persons via the implemented Variable Remuneration Components Module.


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