Mitarbeiter

Management approach & targets

PwC DMA

Our market position as a leader in the postal and logistics industry and the innovative power of Deutsche Post DHL Group are largely founded on the commitment shown by our workforce of approximately 510,000 employees and their readiness to continually further their personal and professional development. Becoming and remaining Employer of Choice is a core objective of our corporate strategy. We are therefore committed to excellence when it comes to human resources management, leveraging the potential of our employees worldwide, giving them the opportunity to develop and grow, and recruiting the right candidates to fill open positions.

We offer a supportive, respectful work environment in which our employees can develop their creative potential and commitment to the full. We believe that open, constructively led employer-employee dialogue is just as important as fair, reasonable and competitive remuneration.

Our Code of Conduct provides the foundation for a corporate culture characterized by mutual respect and sets the benchmark for our actions as individuals and as a company. We see great strength in the diversity of our workforce and the potential in each and every one of our employees. The objective of our diversity management approach is to create an understanding of the various facets of diversity, heighten awareness of all forms of discrimination and assist both managers and employees in ensuring a culture of acceptance and respect.

Great importance is placed on open and direct communication between managers and their employees at Deutsche Post DHL Group. It not only demonstrates a culture of mutual respect. It also plays a key role in employee satisfaction. We use our annual Employee Opinion Survey to assess employee engagement and satisfaction. Survey results are used to make continuous improvements in the workplace the organization. They are also used to derive our “Active Leadership” indicator; performance in this area is a variable remuneration component for our executives. The survey has also shown us that personal development and further training and education are important factors in promoting employee engagement. In this spirit, we are using the Group-wide Certified initiative to make our employees the best in the business.

As a responsible employer, the health and safety of our employees are number-one priorities for us. We want to provide our employees with a workplace that promotes health, provides access to a healthcare system and fosters a workplace culture that places safety first.

We measure the success of our human resources management measures with the help of various KPIs, which we track and evaluate with the help of the HR Scorecard; results are reported to management on a regular basis. For the HR themes of relevance for our stakeholders, we have defined the following management parameters and targets:

Progress made in the reporting year and new targets for 2017PwC
Issue   KPI   Target 2016   Status
Employee engagement
(Material issue)
  Employee Opinion Survey approval rating for “Active Leadership”   Increase the approval rating to 74% in 2016   Achieved
Training and HR development
(Material issue)
  Participation in Certified initiative   Certify 80% of our workforce by 2020   More than 230,000 employees certified
Occupational safety
(Material issue)
  Accident rate (LTIFR)   Review and set suitable targets in 2016   Group-wide target set
Employee relations   Impact Assessments
(appears later as “ER due diligence”)
  Conduct three impact assessments in Asia   Achieved
    Target 2017
Employee engagement
(Material issue)
  Employee Opinion Survey: “Active Leadership”   Increase approval rating by one percentage point
Training and HR development
(Material issue)
  Participation in Certified initiative   Certify 80% of our workforce by 2020
Occupational safety
(Material issue)
  Accident rate (LTIFR)   Improve Group LTIFR to 3.8
Employee relations   ER due diligence   Continue assessments in Latin America and Asia