As a key element of our corporate strategy, we are investing in digitization. This is not only applicable to our client-facing businesses—it also has a significant impact on how we operate and, more specifically, how our employees work. Therefore, it is key to our strategic HR agenda, with people processes becoming more automated and employees being encouraged and required to develop digital skills.
Reflecting the various aspects and opportunities within digital change, our HR function introduced a new series of WebEx sessions centered on “Enabling the Bank‘s Digital Transformation” in August 2017. These aim to foster a common understanding of what digitization means for HR and the bank overall. With an audio-visual library, which will continue to grow over time, the new series provides an overview of trends, technologies, and digital challenges in HR policy.
New digital solutions include the apps Connect2Job and I am DB (see Internal Career Mobility).
To proactively address new and emerging trends—including digitization and demographic change—in today’s working environment and society at large, we started our Arbeiten@DB 4.0 (Working@DB 4.0) initiative at the end of 2015. It focuses on identifying more flexible approaches to career and leadership, reflecting on employees’ needs and requirements at all stages of their career, including those transitioning into retirement.
As part of a wider commitment to digitization, there has been significant progress in 2017 to ensure that our employees have a more engaging experience when it comes to accessing learning. In this work, it has been critical to provide accessibility in learning, across the population (excl. Postbank). While we have for many years had an extensive training offering around the world, the investment in a new learning system in 2016, Connect2Learn enabled us to completely change the experience for the employee. An approach was designed that sought to create learning that meets accessibility standards and is available in multiple languages and formats. Previously, cross-divisional learning was available mostly in the classroom for 19% of employees, with some online libraries available to 6% of employees. The new offering is accessible to 100% of employees, with a selection of facilitated, interactive virtual classroom sessions available in seven languages.
The new offer, which includes a newly designed front end to make the user experience more intuitive, is designed to help employees navigate to learning that is appropriate and accessible at the point of need, across a number of behavioral and management topics.
There are 100 learning paths available under 40 topic areas, guiding employees to articles, TED Talks, podcasts, videos, and book abstracts, with a new virtual classroom experience available in seven languages. This is also all accessible on PC and iPad for employees globally.
In addition to the employee learning offer, we have created the manager zone. This is a single point of access for managers to see learning for themselves, with a dashboard view of learning for their employees, and, critically, provides them with support in follow-up learning and coaching their employees, including complete guides on all 40 topics, and the information required to run their own team workshops on each topic.
In the first ten weeks, 13.5% of employees had accessed the content, with 55% of them exploring six items or more (excl. Postbank).
In addition to this core improvement to our all employee offerings, we are working in 2018 to evolve our approach to how technology enables learning across the bank—this includes the review and development of various apps and tools to support employees—and the evolution of our online required training to make it more engaging.
Through the Mein HR-Portal (My HR Portal), Postbank offers its employees a variety of digital functions, such as an overview of their leave and forms to request leave, notifications of illness for themselves and others, and forms where they can enter their working hours. They can also view their payslips there. In addition, Postbank Akademie has developed an extensive digital training program that includes educational videos on mandatory training topics, such as fire protection and occupational health and safety, and more complex issues, such as information security or money laundering.