Deutsche Bank

Human Resources
Report 2016

Strengthening internal career mobility

Internal mobility plays a vital role for the bank to keep expertise, experience and talent within the organization. Therefore, it is committed to filling vacant positions – at all levels of seniority – with suitable internal candidates whenever possible. In accordance with the bank’s Hiring Policy, all open positions are advertised to internal staff first and exclusively for at least two weeks before any external candidates can be sought. In 2016, more than one in three open roles, or 39%, were filled with an internal candidate. An even higher ratio of 71% (2015: 60%) was seen in Germany, as restructuring in the home market gathered pace, with both jobs being cut in many divisions and new jobs being created in some areas, such as in digitization and control functions.

39%

of open roles filled internally (2015: 30%)

71%

of open roles in Germany filled internally (2015: 60%)

Prioritizing internal candidates for vacant positions is designed to help employees affected by restructuring measures to find new roles within the organization. In addition, the bank seeks to promote cross-divisional moves to enable employees to expand their skills and experience in order to have more rounded careers. This focus on internal mobility and redeployment has contributed to the relatively low voluntary staff turnover rate (employee attrition) by providing opportunities for employees to pursue their career ambitions within the bank. Employee attrition has been consistently low at 6-7% in recent years and stood at 7.2% in 2016.

During the year, 9,715 employees – or 11.1% of the entire workforce – changed roles within the organization, with cross-divisional moves increasing by 6% from 2015. In 2016, 4,665 officers and 3,185 non-officers changed roles within their respective division, while 1,245 officers and 620 non-officers moved to another division.

Internal mobility by major job categories

In line with its long-standing commitment to internal career mobility, Deutsche Bank is offering its employees and managers advice and information through various channels, including an employee job portal, toolkits for managers and employees, interactive guides, job fairs and individual conversations on development opportunities.

In addition, the bank hosted its first cross-divisional online job fair in October. Employees were able to tour a virtual exhibition center to learn more about career opportunities in Wealth Management, Deutsche Asset Management, Anti-Financial Crime, Group Management Consulting, the Risk Center Berlin and the Mobile Sales unit for Private & Commercial Clients.

In the fourth quarter of 2016, Deutsche Bank launched a new technology application, the “Internal Mobility Tool”, which provides support to employees wishing to develop their careers further, as well as to those looking for redeployment opportunities within the organization. The digital tool, which has since been rolled out globally, connects to the bank’s existing employee career portal and uses profile-based search technology to provide prospective internal candidates with a much faster and more accurate match of vacant positions. When employees upload their CV, the tool generates an individual search profile, matches skills to specific job requirements and then generates a list of suitable positions.