Staff development

Swisscom’s market environment is constantly changing. The company invests in targeted professional training for its employees and managers in order to maintain and improve their employability and the company’s competitiveness in the long term. Employees are supported in their development by a wide range of both on-the-job and off-the-job development options as well as internal programmes and courses. The various training options have been brought together under the Group-wide Learning Centre, where they can be accessed by all employees via their own dedicated learning space. Nearly half of all internal learning and training courses take the form of e-learning programmes which can be carried out at any time and at any location. The courses cover technical, management and project management topics. As part of talent management, around 10% of the top performers from the target groups have completed a corresponding internal programme. On-the-job training options, including job moves and stages, are becoming increasingly important. Even now Swisscom fills almost 43% of advertised vacancies internally. It also welcomes opportunities for employees to attend external further training courses, providing financial support and granting time off for such studies. In the year under review, every Swisscom employee spent 3.8 days on training and development in Switzerland.

Swisscom management sees staff development as a crucial element of its management responsibility. Regular dialogue between employees and management is used as an orientation tool to heighten the general commitment to learning and development in a networked world. It also makes it easier to agree on and implement medium-term development measures. To assess and promote employee performance and development, Swisscom will continue to develop its Performance Management System in line with requirements. Performance appraisals are carried out according to fair principles and cover a wide range of criteria based on binding agreements on objectives. The ongoing dialogue between employee and management about the agreed objectives ensures they are met over the course of a year. Semi-annual calibration meetings attended by groups of managers support the performance and development reviews on a broad basis, allowing performance to be assessed systematically and further development steps defined. These rounds are also used to draw up succession plans for key functions as well as to place talents in specially-designed talent programmes and to offer promising employees challenging positions beyond their individual departments so as to promote their development.

The Leadership Academy offers managers in personnel and technical leadership roles the opportunity to get to grips with the key skills of management in a changing environment. Individual offerings and platforms which deepen management capabilities in a particular group or a specific context also help to build the skills of Swisscom’s managers in a systematic and sustained way.