HR Report 2010/2011 - Deutsche Telekom AG

Integrated, efficient and elastic corporate and workforce structures are required if we are to offer our customers an outstanding portfolio of products and services. The basis for this is maximum workforce efficiency and effectiveness.

Competitive workforceHR Big 4 and Group strategy Service culture Talent agenda HR@2012 17 Health rate at Telekom in Germany. In %. 2007 2008 2009 31.12.2010 T-Home 93.8 93.1 * * T-Mobile 95.1 96.6 * * Business customers 96.2 96.2 96.4 96.5 Group Headquarters & Shared Services 93.6 92.6 94.0 94.3 Germany 93.3 93.4 Europe 97.4 97.8 Group as a whole 94.5 93.9 94.0 94.2 * Figures no longer collected separately. Health, a management function worldwide. Proactive health culture: Timely detection of health risks. A competitive workforce needs to be healthy. We therefore do not accept the idea of a health management system that simply “repairs” ills. In an industry that is characterized by continual change, we want to pioneer a proactive health culture. And we are well on the way to achieving our goal. We received the Corporate Health Award sponsored by the Federal Ministry of Labor and Social Affairs for our efforts to protect the mental health of our workforce in 2010. The debate on issues such as work structuring, stress levels and co- ping with change processes calls for commitment not only from the health and HR experts but also from all management and employee representa- tives. This applies in particular where work structure and leadership defi- ciencies are revealed. In order to review this aspect, our first step was – as in previous years but with far greater intensity – to put some 50 questions on work-related mental stress and health in the biannual employee survey, which was held from October 25 to November 14, 2010 (see also the sec- tion on “Service culture,” page 20). We are aware of the fact that mental ill- nesses have increased considerably in recent years. The work situation is one factor contributing to this. We hope that the survey will help us identify risks and launch measures to counter this trend at an early stage. Our traditional effective health activities range from special offers for jun- ior staff to seminars on coping with stress and change through to offers of medical services, for example the annual influenza vaccination and a medical checkup, to which all employees are entitled once a year. As before, all these offers are naturally applied in specific cases in the wake of the employee survey, and tailored and improved where necessary. Out- side the realm of the employee survey, we use our health management sys- tem and preventive offers to promote health literacy and health awareness among the entire workforce – for example, through the frequently used personal and telephone-based counseling service for executives and em- ployees. One fact is absolutely clear even without these programs and of- fers: the key prerequisite for a healthy corporate culture is that management staff reflect on their leadership behavior, reduce high-intensity change and improve the quality of their planning. 2 4 6 8 10 12 2007 2008 2009 2010 9.52 9.00 9.00 Accidents at work Accidents on the way to or from work 10.73 4.78 4.74 4.40 4.90 4.60 4.10 5.62 5.11 Total number of accidents at work and on the way to or from work Occupational accidents at Telekom in Germany. Per thousand employees.