HR Report 2010/2011 - Deutsche Telekom AG

Abbreviations and key HR terms.

Mr. Sattelberger, what would you say is characteristic of young talent? Talent is everywhere! Alongside personal skills – and every person is good at something – in my opinion, it means above all the personal commitment and the spirit of every individual; for me, talent means people who are cu- rious, creative and like experimenting. They don‘t just follow the crowd but aspire to craft change and the future themselves. Their heads are full of innovative ideas, ideas for products and services, as well as the concerns and challenges that face the people involved. Talent means people who will work with their minds, hands and hearts to help us re-invent the Telekom enterprise. How do you intend to motivate these people to join Telekom? Motivation comes from within rather than from having its trumpet blown by others. We can all support an attractive, open enterprise culture that does without unit or hierarchy mindsets and gives people the space they need for self-development, team spirit and responsibility. It was for this reason that we created our Guiding Principles in 2008, a set of common values that ap- plies to our entire company all over the world. These values stand for a men- tality based on enjoyment and pleasure in trying out and learning new un- conventional solutions. In particular, the first worldwide Guiding Principles’ Focus Day held last year showed that we are on the right track for giving our culture an unmistakable identity. How do you make the “new Telekom” come alive for young talent? We follow our words up with deeds – and go to the places where we can find our future talent: onto the Internet, into schools and universities. And we naturally leave our mark in personal contacts and give people the chance to take a glimpse at the company’s work. We opt for innovative communication formats in order to forge contacts with potential candidates. We are, for example, one of the best DAX 30 companies in using social net- works. All in all, we are getting better all the time at giving Telekom a highly attractive profile around the world – with broadly varied, rewarding duties, highly diverse and varying work opportunities and exciting future pros- pects. This is what we mean by “The great experience,” and this is why our new HR Report bears this title. During 2011, our leitmotif – “The great experience” – will inspire talented individuals at talent hot-spots around the globe to opt for a “great experience” with Telekom. And internally? Step by step, we will also be making “The great experience” come alive inside the company: with greater flexibility in our work environments, with meaningful prospects for individuals, with leadership based on sustainabil- ity, with broad opportunities for learning, and so on. This will make Telekom even more attractive for its employees. New answers may be given in par- ticular to critical questions such as “Who do I pay how much, who can make a career in our company and how is respect shown?” These answers also deliberately depart from well-trodden paths. In this context, how important is the women’s quota, which you introduced a year ago? The women’s quota is an excellent example that shows how we as a company are taking measured steps to shape our new company. Its intro- duction, our experiences and discussions on this subject fuel our culture change. Things we took for granted in the past are being challenged. The quota forces us to adopt new mindsets, for example on the issue of indi- vidual control over working hours for men as well as for women. The vital aspect of the women’s quota, as I see it, is that it extends across the entire talent chain. We want more women in our training, more women graduates, more female employees and female executives in development programs. Then again, we also want more international teams based on ethnic diver- sity and mixed generations. This represents a key milestone on our way to creating a “corporate biosphere” of people whose diversity is, for Telekom, the source of business success, creativity and innovation. people who are curious, creative and like experimenting.” “For me, talent means 22,000downloads of the job app for the iPhone. 5,000subscribers to the Xing business network. 2,200fans on our Facebook page. YouTube channel with 7,000call-ups, around 30,000 videos watched. 1,800followers in the Twitter information service. Online and multimedia talent search. 6 The Great Experience