Telekom Logo
  • Act responsibly. Enable sustainability.
  • 2018 Corporate Responsibility Report
2018 Corporate Responsibility Report

Financial personnel indicators

Revenue per employee

In the year 2018, revenues per employee increased to EUR 350,000 groupwide – this represents a gain of 1.2 percent. In Germany, the revenues per employee has increased slightly by 1.6 percent. Outside Germany, revenues per employee decreased from around EUR 439,000 to around EUR 436,000.

You can find further information in the HR Factbook.

Personnel costs and personnel cost ratio

By personnel costs we mean basic personnel costs (salaries) and incidental personnel expenses. The indicator is adjusted for special factors in conjunction with personnel restructuring measures (individual downsizing instruments). The personnel cost ratio represents personnel costs as a proportion of revenue. The development of this rate serves as a benchmark for company business. In the Group as a whole, the personnel cost ratio in 2018 showed a slight increase year-on-year, because personnel costs had increased more sharply than our Group revenue. This is due in large part to our collective agreement with the ver.di trade union for Deutsche Telekom employees in Germany.

The disadvantage of the personnel cost ratio is that it ignores external personnel costs. Therefore the total workforce costs ratio is more meaningful for the management of personnel costs at Deutsche Telekom.

HR EBITDA (Ratio)

The so-called „HR EBITDA“ of Deutsche Telekom Group (without T-Mobile US) puts into ratio the calculated earnings per employee with the investments in training per employee.

Reporting against standards

This data is relevant for the GRI 404-1 (Average hours of training per year per employee) and GRI 404-2 (Programs for upgrading employee skills and transition assistance programs) GRI indicators as well as the S02-02 (Training expenses per employee) EFFAS indicator. This data also covers criterion 16 (Steps taken to promote the general employability of all employees) of the German Sustainability Code.

Human Capital ROI

The so-called "Human Capital Return on Invest (ROI)” illustrates the company’s return on investment in human capital by building a ratio between revenue, OPEX and the costs of our internal workforce (IWC).

Reporting against standards

This data is relevant for the GRI 404-1 (Average hours of training per year per employee) and GRI 404-2 (Programs for upgrading employee skills and transition assistance programs) GRI indicators as well as the S02-02 (Training expenses per employee) EFFAS indicator. This data also covers criterion 16 (Steps taken to promote the general employability of all employees) of the German Sustainability Code.

Total Workforce Costs

Total Workforce Quota

Total workforce management allows HR to be managed in a holistic manner, enabling qualitative and quantitative personnel planning over the long term. The total workforce ratio describes the relationship between all personnel expenditure and revenue. This means: if the ratio has fallen in comparison with the previous year, either revenue has remained constant while total workforce costs have gone down, or revenue has increased with stable Total Workforce Cost.


Having fallen in the Group as a whole in the period from 2014 to 2017, the ratio increased slightly to 22.6 percent in 2018. On an international level, it decreased – from 16.6 percent in 2015 to 15.9 percent at present – but it increased slightly in Germany due to the rise in personnel costs. The adjusted ratio for the Group as a whole was down 0.1 percentage points year-on-year.