YES BANK pursues a strong Employee Value Proposition of Creating & Sharing Value, with a vision to build an organization,

driven by Professional Entrepreneurship, where all YES BANKers truly partner to direct, manage and accelerate the development of YES BANK. Some of the key features of YES BANK policies and practices followed through the human capital lifecycle - acquisition, induction, performance management, career growth, retention and succession planning are illustrated in the following institutionalized various key strategic initiatives: YESPERSONALITY Grooming, Wellness & Attitude YES PERSONALITY is a truly differentiated and unique proposition that is being propagated to focus and further pursue EMPLOYEE WELL-BEING and PROSPERITY. I. YES BANKs world-class branches & offices, backed by the best-in-class systems, are architected to provide a highly conducive business environment. This backdrop motivates the YES PERSONALITY initiative, and encourages YES BANKers to live healthy, dress smartly and demonstrate exemplary Professional & Personal conduct. Guidelines and useful tips on Grooming, Health and Wellness for all YES BANKers are circulated and reinforced at all forums. YES PERSONALITY is now a movement at YES BANK, which enables all of us to be highly positive executives and teams.

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YES BANKS HRIT SYSTEM YESforYOU I. YES BANK has launched YESforYOU, YES BANKs HR IT SYSTEM in January, 2008, in line with the Banks vision to leverage the best in class technology, making it a significant differentiator and achieve our vision to become the Most Technologically Architected Bank of India. YESforYOU is a highly advanced and comprehensive Human Capital Management (HCM) system which provides a single window for YES - Executives to manage their HCM related requirements and routine transactions online with maximum convenience, transparency and minimum turnaround time. Through YESforYOU, the Bank has created a virtual HCM Team available at all times to provide YES BANKers assistance on HCM processes, policies and transactional support for leave and attendance management, performance management, payslip, tax forecast, career progression, joining & exits management, access to all HCM policies, etc.

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PERFORMANCE MANAGEMENT - YES TALENT OPTIMIZATION PROGRAM (YTOP) Y-TOP was launched in 2007-08 to ensure a timely, unbiased, transparent & result- oriented appraisal process which is driven completely by meritocracy and links rewards and recognition to individual performance and potential. I. Meritocracy is the backbone of the performance and potential recognition driven on principles of the Balanced Score Card approach. framework

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Individual and team goals are aligned to corporate strategy and their efforts directed towards achieving strategic business objectives. Designed to facilitate individual and team goal setting to build ownership of individual and team targets. Support employees in achievement of goals by providing timely and candid performance feedback

YES - MENTOR The Bank institutionalized the YES - MENTOR program in 2006 with a focus on engaging the Banks high potential human capital, ensure their finest well being and integrate them culturally and professionally into the YES BANK mainstream through a team of select senior management team members identified as YES MENTORS. YES MENTORS provide guidance and support for : I. II. III. IV. V. VI. VII. Superior interpersonal engagement amongst YES BANKers. Enhanced formal and informal communication including grievance redressal. Developing a culture of high office discipline. Creating an environment that will enable even superior achievement of business imperatives. Stimulating high levels of morale & motivation of human capital within the region/location. Upkeep of aesthetic andinfrastructural maintenance of their respective locations. Ongoing review of this initiative done by the MD & CEO.

LEAP Learning Enhancement Action Program As a part of executive development YES Bank launched a Professional Development Initiative for HCM Team members L.E.A.P Learning Enhancement Action Program. The LEAP Initiative helps the participating executives to gain exposure to wider areas of HCM. LEAP has been conceptualized as a Virtual Job Rotation scheme for an executive to gain knowledge in other areas of HCM while continuing in his / her current assignment, since a full job rotation may not be feasible in all cases. Objectives : I. To provide an opportunity to HCM Team Members to augment HCM related professional knowledge as well as understand the nuances of the work areas handled by other verticals within HCM. To enable superior HCM service delivery based on professional knowledge and expertise in relevant areas of HCM. To enhance team spirit and bonding and build mutual professional respect for each other. To encourage and leverage innovation and execution of creative ideas and solutions.

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