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  • 2016 Corporate Responsibility Report
2016 Corporate Responsibility Report

Training and development

Skills development at Telekom Training in Germany

Deutsche Telekom offers its employees a range of advanced training measures, which enable them to develop and brush up their skills.

You can find further information here and in the HR Factbook starting mid-May. Group data will be available starting in the 2017 reporting year.

Reporting against standards

By reporting this data we fully cover the G4-LA9 (Average hours of training per year per employee) and G4-LA10 (Skills management and lifelong learning) GRI indicators as well as the S02-02 (Average expenses on training per FTE p.a.) EFFAS indicator. This data also covers criterion 16 (Steps taken to promote the general employability of all employees) of the German Sustainability Code.

International development and management programs

The object of our international development and leadership programs is for high potentials and high achievers to gain a foothold in the Group, to keep them loyal to the company and to position them in suitable jobs. These programs focus on development of the upcoming leader generation and on support in coping with the challenges they face now and in the future. At the same time, the programs aim to enhance their sense of belonging, increase knowledge exchange and promote personal responsibility.

The number of participants in Talent Space dropped in 2016, as did the number of participants in the Management Development Program (German-speaking) and the Leadership Development Program (English-speaking).

 
You can find further information here and in the HR Factbook starting mid-May.

Apprentices and training programs Deutsche Telekom Group in Germany

Around 20 young people began vocational training or a cooperative course of study on a part-time basis again in 2016. For many of them this is the only way to combine training or their first job with the challenges of family life. Part-time training is available in all of our training programs, and means apprentices spend 25 hours per week either in the company, in school, or in the training center. The highlight: like all apprentices, part-time apprentices can cut their training to two and a half years and therefore apply for a job earlier than would have otherwise been possible. A success model all round, since Deutsche Telekom also benefits from the young people's commitment.

You can find further information here.

Reporting against standards

By reporting this data we partially cover the G4-LA9 (Average hours of training per year per employee) GRI performance indicator. This data is also relevant for criterion 15 (Diversity and health) of the German Sustainability Code.