A new focus of human resources

Most of the value created occurs through investments in intangible assets. And of those, personnel stands out because of its importance, since it is through our employees that we provide service to our customers..

An essential piece, as part of our objective to establish longterm relationships with our customers, is human resources. Our business, by providing financial services, is based on building trust with our clients over time. That is why the development of committed teams is essential to us.

We also seek to provide investors with information to forecast movements, enabling them to know how the performance of this intangible will contribute to the generation of value in the long term.

For the fifth consecutive year, we have been certified as a Great Place to Work company after the annual survey to determine the degree of employee satisfaction and commitment to the company and leaders of the organization.

We have a competitive remuneration system in the sector, which is complemented with attractive benefits packages and institutional wellbeing, through which we promote the development and retaining of our employees, thereby increasing potential in the generation of value.

Cash remuneration to employees in 2014 was as follows:

• Amounts expressed in pesos

Balancing life and occupational health programs

• Vive Sano, Vive Banorte: survey on risk assessment in health and, according to the results, a personalized series of recommendations for health care is provided.
• Health and Corporate Wellness Program: activities and programs aimed at creating a culture of corporate wellbeing among participants.
• Information and biweekly talks on health issues
• Hotline support for stress management.
• Deliveries of fruit are made to the Santa Fe corporate building.
• Alternative medicine and relaxation massages available in the Santa Fe corporate building.

In the Social Value chapter, details of our benefit plan are shown.

Programs to develop talent

As part of the development of competences, we offer scholarship programs for a Master’s degree, technical training and development of employees with high potential. We also offer technical training to ensure our employees have the necessary skills for daily operations and skills and in the framework of our transformation program.

• Millions of pesos

Talent Management

We have a methodology of succession plans that to date is implemented in various General Managements in the institution. We also have a pool of talent from which to mold future leaders in our sales network, as well as career development programs for personnel with good potential and performance. It is worth mentioning that, as a result of the previously mentioned programs, insiders fill all of the key leadership positions.

As part of talent management, diverse assessments for staff are carried out to determine their level of potential, compatibility with the position, personality style, effectiveness of communication in work teams, 360° assessments of skills, focus groups to complement successful profiles, tests to evaluate aptitudes and attitudes, psychometric assessments and evaluations of honesty, interests and commitments.

Performance Assessments

Middle and upper level positions receive bonuses for institutional performance, which consist of a performance evaluation and budget compliance. Bonuses change according to the employee’s level, increasing in proportion as responsibility increases.

For key senior management positions, whose responsibilities are associated with market, loan or regulatory risk, there is an annual bonus plan and an incentive plan, with different features. The annual bonus plan is subject to the fulfillment of objectives and the performance of human resources and risk metrics with adherence to regulations. In this manner, 40% of the bonus is variable with payment deferred for three years. With this compensation scheme, our top executives are encouraged to make decisions based on profitability, vision and the creation of long-term value.