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  • 2017 Corporate Responsibility Report

Competence management: prepared for the challenges of tomorrow

To remain competitive in the future, we are gearing our continuing education programs, skills-building measures and recruitment practice to the skills that will be needed in the future.

T-Systems HR Academy continued
Our HR experts also need regular continuing education to help them stay on top of the latest technological trends and future skills requirements. The T-Systems HR Academy focuses on the requirements of the digital future. To date, more than 1,300 experts have taken part in 59 workshops. The focus was on methods, tools and topics such as corporate happiness and collaboration. The feedback on these offers was very positive.

T-Systems: transparent processes for requirements planning
The pace of technological development is becoming increasingly faster. Correspondingly, the requirements regarding employee skills are also changing. In order to survive in a highly competitive environment, employers must be precise in planning requirements and resources and ensure that the right skills are available at the right time in the right place. Companies need clarity about the required skills so as to offer the corresponding training opportunities.

One thing is clear, however: conventional resource management is nearing its limit. That is why T-Systems launched the Dynamic Capacity Management (DCM) project in 2017. The goal is to create worldwide transparency about existing and necessary skills, identify possible gaps and derive specific action areas and measures, such as strategic skills development and recruiting activities. Such transparency is an essential prerequisite for targeted staffing of future deals and projects. After the project content and project managers were identified and the respective departments committed to the project in April 2017, the project was officially launched in May 2017. DCM  processes will be based on an IT tool that is already established at the company. Following successfully concluded talks with the employee representatives, a pilot phase will start at the beginning of 2018. Over 200 employees with various job profiles, such as project managers and IT architects, will test the newly designed processes. The focus will be on testing the functionality of the IT applications and the efficiency of the new roles and processes. With DCM we offer our employees increased transparency about the skills we are looking for and the possibility of channeling their own development accordingly.

Telekom Deutschland: Planning the job profiles of the future
Competence management also plays an important role at Telekom Deutschland. Skills needed by employees in the future are identified early on. HR and the respective departments, such as Sales, Service and Technology, work together closely on this. They jointly identify strategic focal topics, develop future job profiles and determine the skills and hiring needs through the year 2020. Measures are then defined to close any gaps in terms of skills, hiring and training. The pilot project started in 2015 at Technology with the "speed boat technology". The second step was to develop a skills database and test it in a pilot project involving specific departments in 2017. Here skill deficits are being determined in detail, training measures devised and other assertions made regarding retraining and recruitment. Further pilot expansions and negotiations with the employee representatives for a Group-wide rollout will follow in 2018.