Deutsche Bank

Human Resources
Report 2016

Digitization as a strategic element in HR

As a key element of its strategy, Deutsche Bank is investing in digitization. This is not only applicable to the bank’s client-facing businesses – it also has a significant impact on how the organization operates and, more specifically, how its employees work. Accordingly, digitization is an important element of Deutsche Bank’s strategic HR agenda, resulting in people processes being automated increasingly and employees being encouraged and required to develop the necessary digital skills.

In talent acquisition, for instance, the bank is moving all related activities – from online applications through to employee onboarding – to one fully digital, efficient “Acquire Talent” process. Its new compensation systems are also based on digital tools with online, seamless processes between HR and decision-making managers in the business divisions and infrastructure functions that allow for greater ease of use, speed, data accuracy and instant analysis.

HR is offering and introducing a number of digital channels and applications, affording both employees and managers greater and more flexible self-service access to HR-related products, information and services. In 2015, “Deutsche Bank HR Connect” was introduced as the bank’s internal digital human resources portal and as a platform for all related information and self-service tools. In 2016, this was fully established as a primary access channel for employees to interact with HR.

New digital offerings launched in 2016 include “Connect2Learn”, an online learning platform for all employees which consolidates all training offerings in one place. Another example is the “Internal Mobility Tool” designed to facilitate redeployment and promote cross-divisional moves.

To address new and emerging trends pro-actively – including digitization and demographic change – in today’s working environment and society at large, HR started its “Arbeiten@DB 4.0” (Working@DB 4.0) initiative in Germany at the end of 2015. Its main focus has been on identifying more flexible approaches to career and leadership issues, accounting for the needs and requirements of people at all employment stages, including those transitioning into retirement. Other themes include the development of skills and qualifications in the context of increasing digitization in banking, the promotion of internal career mobility, long-term succession planning as well as sustainable compensation and benefit models. Since the launch, various programs to promote cross-divisional career opportunities and employability coaching for staff aged 50+ have been implemented.