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Environment, objectives and management approach

Group Human Resources is responsible for developing skills, culture and organisations within the company with an eye on future needs, so that Swisscom can position itself as a key player on the market. Its services drive forward the Swisscom strategy.

Within Swisscom, Group Human Resources is responsible for implementing a uniform HR and social policy throughout the company and formulates and promulgates Group-wide standards, guidelines and principles. This unit supports the Group Executive Board and Board of Directors on HR policy matters, such as terms and conditions of employment, salary system and diversity. Moreover, it conducts management development, succession planning and employee development in collaboration with the operating units as part of strategic personnel planning.

Operational human resources management is essentially a matter for the specialist areas and line managers. Clearly defined Group Human Resources teams provide managers with support and advice on all relevant human resources issues from recruitment through to departures. Together with the Rewards & HR Analytics, Leadership, Transformation & Collaboration, Sourcing, Skills & Talents and Employment Relations competence centres, they make sure the individual business divisions fulfil their prescribed remit.

Alongside traditional operational services, Group Human Resources focuses on the key areas of transformation, management, development and performance culture, and strategic workforce management. Together with the divisions, it plans both quantitative and qualitative requirements and defines the framework andkey priorities for employees’ professional development in order to meet future challenges. In so doing, Group Human Resources establishes a management culture characterised by trust, appreciation and a healthy focus on performance, while at the same time strengthening the four key skills “entrepreneur”, “networker”, “trainer” and “self-management”.

Group Human Resources is responsible for professional and vocational training throughout the Group, and as such, makes a key contribution to Switzerland as a business location. In its dealings with social partners and employee associations, the unit advocates the interests of the Group as a whole.

Group Human Resources pursues the following objectives:

  • Increase diversity in terms of gender, inclusion, generations and language regions
  • Promote the “Give&Grow” Corporate-Volunteering-Programme as part of Swisscom culture and employee development
  • Support responsible leadership by embedding the Corporate Responsibility strategy at management level and thereby position the company as a pioneer in this area
  • Foster staff employability through a comprehensive support offering
  • Develop and implement a comprehensive system of health management
  • Promote flexible working hours and models under the “Work Smart” umbrella

These objectives are targeted through the initiatives and activities below.

The notes to the “Employees” section relate to pages 56-61 of the Annual Report.

Employee satisfaction

In order to evaluate employee feedback regularly, Swisscom introduced a new employee survey called Pulse in autumn 2016. Employees submit their evaluations with respect to seven questions revolving around their personal work situation. The responses are made available to the respective team in real time. The new survey will be conducted three times a year and will make it possible to respond to feedback immediately. It fosters an open dialogue within the team and a constructive feedback culture – two essential elements to be able to learn from one another and drive the company forward. A total of 66% of employees took part in the first survey.

Raising employee awareness in general and in the area of Corporate Responsibility

Swisscom regularly provides its employees with training on relevant topics, including security, compliance and Corporate Responsibility. Welcome Days sensitise new employees to relevant ecological and social issues. In 2016, several hundred employees took part in the internal ENERGY CHALLENGE, which provided Swisscom in its role as partner of the Swiss Federal Office of Energy with a platform to campaign for sustainable energy usage and explain how easy it is to save energy without infringing on comfort and quality of life. Swisscom employees were called upon to develop ideas on how to improve energy efficiency and submit these to experts for review.

Corporate Volunteering

Corporate Volunteering is the term used to describe voluntary work carried out by employees for charitable causes. Swisscom’s “Give&Grow” Corporate-Volunteering-Programme releases Swisscom employees from their duties to offer their services free of charge to municipalities and associations, while at the same time giving those who take part the opportunity to expand their skills and know­ledge. Employees can choose from a wide range of volunteer projects in the areas of the environment (Nature Days), society (Social Days) and education (Economy Days) and dedicate up to two days of their working time to voluntary work each year. In 2016, Swisscom employees clocked up a total of 1,218 volunteer days (prior year: 1,206). Alongside this, Swisscom offers managers targeted volunteering programmes, including some within the scope of talent management. Its aim in doing this is to ingrain the principles of value-based leadership, attentiveness and sustainability in day-to-day managerial life and promote responsible leadership.

Bookbridge

Swisscom offers its employees a wide range of opportunities for professional and personal development. An example is the Bookbridge programme, which forms part of the talent management offering. Working in interdisciplinary teams, participants from variouscultural backgrounds help set up learning centres for children and young people in Cambodia or Mongolia. This experience strengthens employees’ entrepreneurial skills, nurtures their appreciation and understanding of other cultures, and helps them learn – often in unfamiliar conditions – how to develop and implement innovative business models. To date, 20 Swisscom employees have participated in efforts to set up four of these learning centres. Through its involvement in the programme, Swisscom is making a contribution to the future of children and young people in disadvantaged regions.