Our People

Human Resources Development

Krungsri focuses on employee development and performance enhancement for both employees and the Bank in accordance with the Bank’s business targets and strategies, while also responding to customers’ demands and preparing employees for competency enhancement to support sustainable business growth through “Four Pillars toward People Excellence” and “Six Strategies to Achieve Success”.

Fair Labor Practices and Respect for Human Rights

Employees’ Benefits and Well-Being
Provide appropriate benefits to support employees and their families or reduce their cost of living and ease their financial concerns, which will lead to their well-being and good operating performance.

The benefits and initiatives provided to employees include:

• Health and life insurance packages comprise group health insurance, life insurance, total permanent disability insurance, and personal accident insurance, annual health check-up, influenza vaccination service, in-house medical clinics, and Happy Heart Center.
• Development and enhancement of health and wellness applications that support holistic health management, including step tracking, calorie and water intake monitoring, and participation in health-focused community activities.
• Financial benefits such as home rental allowance; extra allowance for employees at branches in high living cost areas, extra allowance for officers at branches that are open six or seven days a week, child education allowance, special allowance, financial support in case of workplace relocation, financial relief in case of disaster, financial support in case of death or the death of a spouse or parents, mobile phone allowance.
• Employee loans such as housing loans, family loans, car or motorcycle loans, disaster relief loans.
• Provident funds benefits to employees after their retirement or resignation, motivate them to perform efficiently, as well as foster savings habits to ensure they can have a happy retirement. In this regard, Krungsri contributes to the fund on the same day that members make their contributions, at a percentage of the member’s salary based on the prescribed years of service. In addition, Krungsri supports and promotes continuous training for members of the Provident Fund Committee by encouraging their participation in relevant courses to enhance their performance and responsibilities.
• Social Security Fund benefits to give benefits and life security to employees in case of illness, childbirth, disability, death, children’s allowances, aging, and unemployment. The amount of compensation depends on the period that the employee has made contributions to the Social Security Fund.
• Benefits from the Workers’ Compensation Fund to give life security to the employees in case of accidents, illness, missing person, or death because of a work-related cause. The employee medical benefits and compensation are paid from the Workers’ Compensation Fund.
• Funeral Assistance Association of Bank of Ayudhya Public Company Limited established to help cover the expenses for the funeral of members, as well as members who are former Krungsri employees
• Establish the Krungsri Club to encourage employees from different business units to get to know each other and participate in beneficial activities and hobbies together during their free time to strengthen unity and harmony.
• Facility for religious activities, such as prayer rooms for Buddhists and Muslims
• Facilities for wellness and occupational health, such as canteens, a fitness Center, the oasis corner, Krungsri D-Space, a lactation room where working mothers can safely express their breastmilk, and small gardens and walking or running trails
• Provide flexible working hours by changing working hours in line with each individual employee’s working conditions, tasks, and personal needs, without affecting customer service or the Bank’s operations.
• Provide health and fitness activities to organize regular after-work fitness programs conducted by professional instructors, including aerobic dance, yoga, and Body Combat classes, offered four days per week.
• Provide retirement preparation training for employees approaching retirement, offering dedicated programs once a year. The training focuses on key topics such as financial planning to support long-term financial well-being, as well as digital skills development to help employees adapt to the evolving digital environment and enhance their digital literacy.

Promotion of Employee Engagement
The Bank places great importance on listening to employees' opinions as a key mechanism for organizational development and enhancing the employee’s experience. To this end, the Bank conducts an Employee Engagement Survey to assess employees’ level of engagement with the organization, gain insights into their work experience and motivation, and identify issues related to the working environment. The feedback and insights collected from the survey are used to support human resource management and organizational development initiatives on an ongoing basis. The survey is conducted through the Krungsri Pulse Survey, a key channel for capturing employees’ voices, and is planned to be carried out annually.

In 2026, the survey was conducted from 20 to 30 April 2026 through KarE, the Bank’s internal employee application. The participation rate target was set at no less than 80% of employees. The survey received responses from 20,685 employees, representing 98.8% of employees across Krungsri Group, and 11,079 employees, representing 99.6% of the Bank’s employees. These participation rates exceeded the established target and reflected employees’ strong engagement and willingness to contribute feedback to the organization.

The survey consisted of 20 questions covering key aspects related to employee engagement, employee experience, the role of supervisors, and quality of work life, all of which are closely linked to employee happiness and well-being. Key topics included the Bank’s 3Cs organizational culture (Care, Communicate, and Coach), leadership and supervisory effectiveness, workplace well-being, work-life balance, teamwork, employee recognition and appreciation, job satisfaction as well as career growth opportunities and employee capability development.

The 2026 survey results indicated that the Employee Engagement Rate stood at 85.87%, calculated based on the proportion of employees who rated their engagement at Level 4 (Agree) and Level 5 (Strongly Agree). To promote transparency and foster a shared understanding of organizational development priorities, the Bank communicated the overall survey results to employees across the organization on 29 June 2026. In addition, the Bank provided support

Operational Change Statistics

 

Operational Change Statistics

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