Deutsche Bank
Human Resources Report 2017

Deutsche Bank

Human Resources Report 2017

Internal mobility

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Internal mobility

Internal mobility plays a vital role for Deutsche Bank in retaining expertise, experience and talent by enabling employees to pursue individual career goals. It contributes to operational stability and business performance as well as helping to mitigate succession risk. Career mobility also supports the bank’s redeployment strategy amid its ongoing restructuring. In accordance with the 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.

We seek to enable employees to change roles both within and across divisions. Cross-divisional mobility has been a particular focus, as it allows the development of employees with broad and deep multi-divisional and functional skills and ensures the bank’s access to this talent for critical and senior appointments. As of year-end, 3.2% of employees changed to a role in another division; compared with 2.2% in 2016. During the year, the bank saw 2,706 such moves, an increase of 21% from 2016. The number of cross-divisional moves for officers was even higher than the total average. Overall, 10,479 employees, or 12.3% of our workforce, changed jobs within the organization (2016: 9,715; 11.1%).

Internal mobility by major job categories
Internal mobility by major job categories (bar chart)Internal mobility by major job categories (bar chart)

The continued focus on the internal job market supports the placement of internal candidates into open positions. In 2017, 31.8% of open jobs were filled with internal candidates; this is down from 2016 (39%) and due to the roll-out of several development centers in India, Poland and Romania with technical skills that could not be sourced internally. In Germany, the internal fill rate was higher than the global average at 66.3%, compared with 71.3% in 2016. Filling positions internally through proactive redeployment efforts resulted in savings of €103.2 million during the year.

To facilitate internal moves, the bank has introduced Connect2Job (rebranded from Internal Mobility Tool), a digital job platform open to our employees, excluding Postbank staff. Prospective internal candidates can apply for relevant jobs using their profile and preferences to match against open positions. The Internal Mobility team is also able to expressly target specific employees such as those seeking redeployment. Connect2Job provides managers a rich source of candidates and provides employees with a contemporary user experience. The system’s profile-based search function uses an algorithm to derive skills from a CV and then match these skills against the requirements of a job posting.

In line with its long-standing commitment to internal career mobility, Deutsche Bank also offers employees and managers advice and information through various channels, including HR Connect, the Employee Career Portal and Connect2Job, as well as toolkits, interactive guides, job fairs and individual coaching. Additionally, our Internal Mobility Consultants (IMCs) source internal candidates for open positions in a number of ways, including applications via the job platforms, networking, targeted events and redeployment measures.

Workforce by contract

in FTE

2017

2016

2015

2014

2013

1

Excluding Postbank

%-share of permanent work contracts

99.1%

98.7%

98.1%

98.1%

98.6%

Germany

99.0%

98.3%

97.0%

96.9%

98.0%

Outside Germany

99.1%

99.1%

99.0%

99.1%

99.2%

%-share of temporary work contracts

0.9%

1.3%

1.9%

1.9%

1.4%

%-share of permanent work contracts for hires1

91.9%

93.8%

92.4%

91.9%

93.9%

%-share of temporary work contracts for hires1

8.1%

6.2%

7.6%

8.1%

6.1%

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