Deutsche Bank

Human Resources
Report 2016

New training delivery methods

In 2016, Deutsche Bank invested a total of € 77 million in training for its employees, in line with the budgeted amount for the year. Thanks to a more intensive use of digital delivery methods and a stronger focus on leader-led development programs within the organization, the bank was able to reduce costs significantly compared to 2015, while offering a broader and higher-quality range of training programs (2015: € 92 million). Key areas for 2016 were governance, risk management and compliance training as well as core skills and leadership training. Overall, attendance increased by 30% over the previous year.

Training

Individual training attendance

In k

2016

2015

2014

2013

2012

Note: New learning platform introduced in 2016; previous years as disclosed

1

Includes leadership & management and personal development trainings

Governance, risk management & compliance

935.4

703.2

534.8

447.5

421.3

Non-regulatory related training

241.9

203.9

189.4

219.7

235.6

– Product training

125.5

102.1

 

 

 

– Core skills1

116.4

101.8

 

 

 

Total

1,177.3

907.1

724.2

667.2

656.9

In the second half of 2016, a new learning system – “Connect2Learn” – was introduced to all employees, offering a more intuitive platform with greater functionality and improved navigation. All courses, including compliance training, are accessible through the new system, enabling the bank to deliver targeted training to employees in a timely way, while providing better tracking of progress and participation rates. The system’s personalized dashboard also shows employees all mandatory online compliance and regulatory training courses they need to complete, and enables managers to view the training status of all their team members.