Deutsche Bank

Human Resources
Report 2015

Promoting professional and personal development

To enable employees to maximize their potential and get the most out of their career, Deutsche Bank promotes the continuous professional and personal development of its staff.

Total investment in training was € 92 million in 2015, an increase of 12% over the previous year. The Bank maintained a broad offering of programs, with overall attendance increasing by 25% compared to 2014. In accordance with the strategic priorities of Deutsche Bank, there has been a greater focus on regulatory and compliance topics, with the participation rate rising by almost one-third in 2015. A significant part of training is now delivered via innovative e-learning tools.

Training
Training (bar chart)Training (bar chart)

Individual training attendance

In k

2015

2014

2013

2012

2011

Leadership and management

18.6

17.1

18.5

19.0

20.0

Business and finance

87.5

82.5

99.6

116.9

111.7

Regulatory and compliance

703.2

534.8

447.5

421.3

468.2

Core skills

97.8

89.8

101.6

99.7

98.1

Total

907.1

724.2

667.2

656.9

698.1

In other developments, HR redesigned the internal “360 degree” feedback tool, including the implementation of an internal pool of facilitators/debriefers to enable systematic evaluations and discussions of feedback. In addition, a new learning management system will enable learning across the organization using innovative formats. A thorough analysis of development needs, conducted in 2015, will ensure new focus areas are part of the planned scope of training measures.

Dual vocational training at Deutsche Bank

Dual vocational training for high-school and middle-school graduates forms an important part of Deutsche Bank’s efforts to hire and develop young people and promote the attractiveness of jobs in the banking sector. In Germany, the program consists of on-the-job training at the Bank and learning modules provided by a vocational school (for dual trainees) or university (for dual students). Dual students graduate with a commercial degree and a bachelor’s degree upon successful completion.

new apprentices hired in 2015

The Bank hired 863 new apprentices in 2015, an increase of 3.7% from 2014 (832 apprentices) amid greater demand for dual students and apprentices in office administration. In turn, 475 young people who had completed their training were awarded employment (2014: 489). Excluding Postbank, the rate of apprentices hired after completion was 70% in 2015 (2014: 59%). Apprentices may choose from four professional tracks: office administration with or without an additional qualification in foreign language correspondence, banking and dialogue marketing. In addition, they are enabled to develop key soft skills and position themselves for a successful career.

In 2015, Deutsche Bank also actively supported IN CHARGE, an initiative founded by German companies and institutions to tackle youth unemployment across Europe and assist refugees in preparing for local job requirements. The initiative comprises a number of measures, such as on-the-job training and internships as well as individual development programs and e-learning modules. The Bank also helps raise awareness for the benefits of dual vocational training among other companies in the U.S., Africa and Australia.

Apprentices in Germany

 

2015

2014

2013

2012

2011

Number of apprentices

1,936

1,818

1,849

2,016

2,230

Female share of appentices

44.6%

45.8%

46.1%

48.0%

50.5%

Apprentices ratio

4.0%

3.8%

3.8%

4.0%

4.5%

Expenses for apprenticeship programs in € million

45

41

46

54

56

Ø Expenses for apprenticeship programs per employee (apprentice) in € thousand

27

26

27

28

29