Targets and management approach
Despite the exceptionally difficult circumstances in 2020, we succeeded in continuing to implement our HR strategy and thus drive Strong Rail forward.
We are pursuing the overall strategic goal of recruiting, qualifying and retaining 100,000 new employees. This approach remains our response to the challenges of Strong Rail, to demographic change, which affects our personnel structure, and to technological change, which requires new ideas and approaches at all levels. 5 100,000 employees To the Strong Rail strategy
Our four strategic topics have also confirmed their relevance, as they help us to successfully cope with the Covid-19 crisis while simultaneously pursuing long-term goals. Our strategic focuses are:
- forward-looking personnel planning,
- innovative recruiting,
- a holistic approach to management, qualification and transformation,
- actively designing the work of the future, and diversity.
With these strategic areas, and as part of the building blocks 100,000 employees and 15 building blocks of employees, our HR strategy is of integral importance for the implementation of the Strong Rail strategy.
In order to successfully lead DB Group through the crisis and make it fit for the future, it is important to manage our human resources holistically and proactively. Our goal is to identify capacity and competence gaps early on and to take proactive countermeasures. In order to make this possible, we are developing improved personnel planning processes, and holistically and robustly anchoring these in DB Group.
Innovative recruitment methods and strong employer branding, combined with modern employment conditions, increase our attractiveness as an employer and make it possible for us to meet open personnel needs despite the tense labor market and during the Covid-19 pandemic.
New digital processes ensure targeted knowledge transfer and therefore enable the effective induction of new employees. Ensuring a high level of professional qualification for all employees is an important success factor for our sustainable performance capabilities.
To optimize the assumption of responsibility, collaboration and knowledge transfer, we will continue to use the compass for strong teamwork.
The Group-wide employee survey, which we use to measure the satisfaction of our employees with the various organizational framework conditions and their commitment, was once again carried out in the year under review. A compass index was established as a new element. The compass index measures how the principles of the compass for strong teamwork are practiced within DB Group. It is a key indicator for the transformation of the organization under the Strong Rail strategy.
Our diversity management strategy helps us promote diversity and open-mindedness as a statement of values in the sense of the corporate culture. In addition to the usual dimensions – diversity of genders, gender identities, generations, social and ethnic origins, religions, physical and mental abilities, sexual orientations, and identities – we also highly value diversity of perspectives, values, skills and professional experience. Suitable measures and activities are bundled and promoted within DB Group under the Group campaign “Uniquely different.”
In order to continue to be an attractive employer in the future, we are working intensively on future job profiles, new forms of cooperation, new work-life models and pioneering employment conditions. The Group initiative “People. Make. The Future.” serves as a framework for this, with its future labs, dialogs and partnerships.