HR planning and recruitment
In many countries throughout the world, demographic changes have become an important factor in our personnel planning. In Europe, the aging workforce is the main demographic challenge for HR managers. In the highly populated emerging economies of Asia or South America, on the other hand, the challenge is to promote the development of young talents by way of education and training. Targeted HR marketing and efficient recruitment around the world are of great strategic importance to our future.
Strategic workforce management allows us to manage age-related and capacity risks, address additional training needs, identify transfer opportunities, and effectively implement long-term succession planning. Following the successful completion of three pilot projects in Germany and Mexico, the methodology will now be transferred to additional countries and divisions.
Age structure of our workforce in Germany as at 31 Dec. 2012
| Men | Women | ||
| up to 20 | 2,519 |
1,229 | |
| 21 to 30 | 12,189 | 6,342 | |
| 31 to 40 | 15,067 |
12,727 | |
| 41 to 50 | 33,036 | 33,624 |
|
| 51 to 60 | 25,941 | 25,667 |
|
| 61+ | 2,375 | 1,543 |
|
| Average age | 43.8 | 45.5 |
More training opportunities within the Group
The range of traineeships we offer is as diverse as the Group itself. Secondary school graduates in Germany can choose from over 20 different vocational training and study opportunities, depending on their level of education and individual interests. We also offer young people attractive career training opportunities outside Germany.
When hiring interns, we comply with the quality standards established by the "Fair Company" initiative. This includes appropriate compensation, a focus on full-time jobs rather than internships, and avoiding vague promises of future employment.
In 2012, Deutsche Post DHL employed approximately 4,900 trainees and students worldwide. In Germany alone, 2,106 young people began a vocational training program or an integrated degree program (Duale Hochschule) within the Group. We offered nearly 80 % of our trainees continued employment and, with that, a valuable career opportunity.
Second chance for young people still seeking vocational training positions
In 2012, our "Perspektive Gelb" job entrance program provided approximately 450 internship positions in the MAIL division to young people who had not yet been accepted into a vocational training program. These internships last at least six months. They are designed to prepare participants for the formal Courier, Express and Postal Services Specialist vocational training program. So far, Deutsche Post has offered vocational training positions to 75 % of these interns.
Scholarship program for employee children
Our "UPstairs" program provides scholarships to the children of Deutsche Post DHL employees in several regions throughout the world. As a general rule, the program supports scholarship holders over a period of three years. Participants receive an individualized scholarship package including school/university tuition fees, mentoring support and internship opportunities.
Additional support includes further training, such as language or IT courses. In 2012, the program was successfully implemented in 87 countries and today provides support to approximately 600 children. Several examples are featured on our website.
