Performance & development.

  • Around 9,300 trainees and students on cooperative degree courses in the 2012/2013 training year.
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  • Telekom project offers career prospects to disadvantaged youths.
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  • Telekom supports 600 employees in their part-time degree courses.
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Every employee in our Group is given the opportunity to broaden their knowledge at every phase of their (professional) life, and to develop and grow. We believe that development should be closely linked to the individual life phase, because we are aware that employees' needs change over time. For example, those bringing up young children or caring for family members have particular employment needs. Learning interests are also constantly evolving: Recent university graduates are more interested in company-specific knowledge, whereas a long-established employee might be keen to broaden their specialist knowledge or share it with up-and-coming talents. With this in mind, our lifecycle-based approach to HR development includes a wide range of target group-specific offerings.

Performance management as a basis for transparency and comparability.

Assessing the achievements, competency and potential of our employees provides the starting-point for their subsequent development. A uniform approach ensures the transparency and comparability of individual achievements, both for employees and for the Group. Based on these assessment results, we can offer challenging, inter-departmental or international prospects, as well as being able to promptly identify suitable successors when vacancies arise.

When assessing the performance status of our workforce, as well as target management, we also use the Performance & Potential Review (PPR) and Compass performance measurement tools. The PPR was made mandatory for all managers and experts in Germany and for all managers at international level during the reporting period. Successful pilot projects have already been conducted at some of our international subsidiaries to prepare the international roll-out for experts. Another system available to us in Germany is Compass. Compass is used to review both employees covered by collective agreements and civil servants. Both tools promote dialog between managers and their teams. This exchange, which includes regular feedback on performance and development measured against uniform yardsticks, allows employees to take stock of their current career position. On this basis, they can then liaise with their superiors to plan and implement subsequent development steps. Our assessment tools and related processes are constantly evolving to become even more efficient.

Wider focus on talent management.

With our talent management program, we address exceptionally high performers who are likely to develop into a significantly more complex and challenging role in the foreseeable future. Talent management pursues several objectives simultaneously: To identify motivated talents, make them visible within the Group for suitable positions and decision-makers, support them with Group-wide networking, and ensure that they are considered in succession management. For example, one aspect of our Group-wide talent management system is the Talent Space program, Following the successful pilot initiative in 2010, we launched the second round of our international, cross-area program in October 2012. 43 percent of participants were women and around half, 49 percent, were international participants from a total of 22 different countries. More than 240 people with expert and leadership talent are currently participating in the program. Participants are given the opportunity to get involved in projects outside of their own unit, network with other talents at joint events, and receive specific career support from a mentor. Talent Space is available to a number of functional units such as HR, Technology and Finance. In 2012 we additionally incorporated the Innovation unit, in view of its particular strategic importance to the Group.

In the past few years, our talent management activities have tended to focus on specific talent groups, so we will be expanding our talent focus considerably in 2013. Our goal is to be able to identify the individual talent of each employee and to develop that talent so that they are able to use it for themselves and for the company as effectively as possible. We will particularly be focusing on experienced employees and their skills. We will be placing greater emphasis on employee needs in different phases of their lives, such as coordinating training measures with phases of family life, when designing and conducting our talent measures.

Go Ahead! establishes a framework for expert development and expert careers.

Our experts can take advantage of special courses for their personal professionalization and career development under the Go Ahead! system. In 2012, thanks to Go Ahead!, expert development and careers were raised to the same level of importance at our companies in Germany as management career paths, which are promoted by Step up!. This standardized system aims to make job requirements transparent and elucidate which development paths will lead to which career and development goals. At any time, our employees can use a dedicated tool to explore suitable training and development measures for their particular role. In 2012, around 85,000 employees in Germany benefited from Go Ahead!, and there are plans to give the scheme a more international focus.

Within the framework of Go Ahead!, we also offer a modular training system known as CAMPUS, aimed at developing and building essential strategic skills for experts. Within CAMPUS, we offer a portfolio of courses tailored to different sectors, such as finance and controlling. Our repertoire also includes a range of more general qualifications, such as project management.

Go Ahead! helps the Deutsche Telekom Group ensure medium and long-term skills planning and talent promotion across different areas. Both Step up! and Go Ahead! make it possible for employees to switch from an expert to a managerial career and vice versa.

Internationalizing the Step up! development program.

Our Group-wide system for executive development, Step up!, includes the worldwide Leadership Development Program with its German Executive Development Program counterpart. In 2012/13, 414 employees and managers participated in one of the two programs. 41 percent of the participants were women. As part of internationalizing our leadership program, we have been preparing managers at the middle management level for higher positions exclusively within the context of the international Leadership Development Program since 2012. Employees and managers at the first managerial level also have the opportunity to participate in the German language Executive Development Program.

In 2013, we plan to shift the focus of both development programs more toward the individual and make the structure more modular in order to get participants ready to face the challenges of the next few years on the basis of a shared understanding of leadership and business priorities. This should help to support changes at the Group's business units even more effectively.

With our Step up! development program, we support employees who are preparing for their first management position with greater, permanent HR responsibility as well as managers on their way to taking on more advanced assignments.

Bologna@Telekom enables employees to gain a degree on a part-time basis while continuing to work.

Our Bologna@Telekom initiative encourages talented employees to study for a bachelor's or master's degree alongside their work, provided they have worked for the Group for at least two years. Each year, some 200 scholarships are awarded to employees wishing to study part-time for a Bachelor's or Master's degree. Since 2009, the scheme has even been open to those without formal university entrance requirements. As well as degree courses in information and communications technology, business information systems and economics, we also offer doctorates. Under the Bologna scheme, we pay half of the course fees at one of our partner universities and give students 10 days' leave of absence per annum for studying. Around 600 employees are currently studying for a degree under this scheme, 32 percent of whom are women, and a growing number of over-40s. All of them are increasing their employability parallel to working. For Deutsche Telekom, this represents a great opportunity to secure the loyalty of key top performers, and cover our demand for specialists. The first 33 employees graduated successfully from this scheme in 2012.

New experience-based forms of teaching and learning for specific age groups.

The age spectrum of our employees is continuously widening, and the average age of our workforce is on the rise. Employment lifetimes are also becoming longer. We steer and utilize these developments by implementing new formats for teaching and learning. These new approaches are specifically focused on the needs of the different generations and life cycles found among our employees. By supporting these new training methods, we make a significant contribution to job security for our experienced and seasoned employees. In addition, we make every effort to meet current training and learning demands within the Group, such as integrating the learning experience in daily work processes. For example, we achieve this by striking a balance between formal training sessions (workshops, reality training) and informal methods (collaboration via our internal Telekom network). Hands-on, practical teaching, coaching and mentoring are also intended to generate enthusiasm for lifelong learning. We currently take this approach when training specialists for network infrastructures, and in vocational and academic training programs for employees with vast experience in communications engineering.

Academic training at our in-house University of Applied Sciences.

Since 2012, some 48 communications and electrical engineers at the Group's own HfTL University of Applied Sciences (Hochschule für Telekommunikation) in Leipzig have taken advantage of continuing education opportunities to refresh and update their expertise. The average age of these engineers is 53 years. The course takes 18 months and consists of several modules from the Bachelor course in communications and information technology. It contains specific coaching measures and individual support from specially trained tutors. The curriculum takes past learning experience into account, and lectures at the university are supplemented by hands-on training sessions in the real world. Additional training programs in business administration and economics will be introduced at the university in 2013.

Support for outstanding talent in the IT area.

In addition to our university involvement, we set up or continued other training initiatives in 2012 that further enhance our search for and promotion of talent. This year another 28 apprentices and students at Telekom with a special talent for IT took advantage of the intensive training offered by the Young IT Talents program, which was launched in 2010. We also launched the Young Sales Talents program in 2012 for young staff members particularly talented in customer service and sales with 30 participants. Participants of both programs will have the opportunity to tackle challenging customer projects and earn additional qualifications in their own community, at internal and external trade and training events and in national and international competitions.

Service careers help ensure customer service quality.

We have trained more than 3,400 employees in our "Service careers" HR development program since 2009, thereby securing high-quality customer service across the board. The program is comprised of seminars and practical elements such as job shadowing and working on projects. The program is generally available for personal and professional development to all employees from the areas selected for service careers such as sales or customer service. Another 215 employees began their service career program in December 2012 and January 2013. They expect to complete the program this year.

International mobility, exchange and knowledge transfer.

In order to drive the development of know-how as well as a shared Once Company concept across national borders, we put extensive efforts into international development measures: The Group-wide program, Telekom x-change, offers top performers and high potential employees here in Germany and internationally the opportunity to work for three to six months in Germany or at an international subsidiary. Since the program was launched in 2009, the number of people going on international assignments has steadily grown.

The development offer for top experts, Master Classes, which was launched by the Europe and Technology segment in 2009, is another good example of a successful international exchange and knowledge transfer program. In 2012, more than 180 participants from 14 countries attended training modules and engaged in extensive dialog with their international colleagues, discussing forward-looking topics such as innovation, change management and leadership.

Telekom: a top training provider.

Telekom offers excellent training programs in business and technology, including qualification as an office communications administrator or as an IT systems technician. Having set ourselves the target of ensuring that 8.7 percent of our workforce in Germany consists of young people in training until 2013, we are one of the top companies for trainees and students on cooperative degree courses.

In Germany we have been one of the biggest training providers for many years. Nationwide, competent young people can train in eleven different training programs and nine cooperative study programs in cooperation with ten partner universities. In training year 2012/2013, we had some 9,300 apprentices and students overall. Our commitment to vocational training also extends to our subsidiaries in other countries, such as the Netherlands, Austria and Switzerland, where young employees can take advantage of training options. Our commitment to education and training is much more than an active response to the shortage of highly qualified specialists in the workforce. We take corporate and social responsibility seriously, with dedication that extends beyond national borders. Fast-paced technological progress is becoming more and more dynamic, thus creating a growing need for qualified specialists in areas where innovation and technical development take place. The purpose of our new training concept is to strengthen and boost our capacity for innovation at Telekom. We are constantly bringing new talent and expertise into the Group. This enriches our internal pool of qualified junior employees, who will be moving up through the ranks in the years ahead.

In 2012 we offered more than 3,200 young people the chance to profit from high-quality career development by entering training and cooperative study programs in Germany and abroad. Cultural diversity should play a major role in vocational training, which is why we currently employ trainees and students on cooperative degree programs from 49 nations.

The Group's own HfTL University of Applied Sciences in Leipzig (HfTL) is a key provider of higher education and professional development courses, particularly in the technology sector. In the year under review, around 70 percent of the 340 graduates from our on-campus and cooperative study programs at various cooperating universities were subsequently offered positions within the Group, including 72 graduates from HfTL alone.

T-Mobile Austria named a role model training provider.
For example, T-Mobile Austria was named one of the country's leading training providers by the Austrian Federal Ministry of Economy, Family and Youth in 2012. Training programs at our Austrian subsidiary are distinguished by the effective use of modern online training methods, with a special focus on personal development and social skills, resulting in an 80 percent rate of apprentices being transferred to permanent positions after completion of their training.

Creating new perspectives: more opportunities for the disadvantaged

In cooperation with the German Federal Employment Agency, we lend support to members of disadvantaged social groups by assisting them in finding jobs or through job qualification training programs.

The "My chance to get going" project is aimed in particular at underprivileged young people receiving basic income support and job seekers with qualification deficits. The project has been quite successful: 100 trainees entered basic qualification programs in 2011, and one year later 66 of them began their vocational training at Telekom. What's more, we also offered a second year of training to 47 project participants. And in 2012, an additional 119 young candidates began their internship with us.

In another project that was continued in 2012, we address the particular needs of single mothers and fathers. In light of the limited choices available to them, the goal of this project is to give single parents an opportunity to participate in training or a course of study on a part-time basis. We offer part-time training for all jobs at Deutsche Telekom that require vocational qualification. Part-time courses of study are also offered as part of the cooperative degree programs at the Group's University of Applied Sciences in Leipzig (HfTL). In 2012 alone, 19 single mothers started their careers in the Group through this program.

We will be expanding both these projects in the future.