Swisscom offers employees a working environment that fosters their personal and professional development by setting them challenging tasks and allowing them to exercise responsibility. At the same time, Swisscom positions itself as a socially responsible employer.
Swisscom operates in a fast-moving and challenging market environment and has to continually adapt to technological innovations. Demographic and social trends are also increasingly influencing personnel resources. All these dynamic changes require progressive human resources management and a corporate culture and working environment that motivate employees to realise their potential in the context of the corporate strategy.
In a multimedia society, employees’ flexibility, willingness to change and specialist knowledge play a vital role in the implementation of Swisscom’s mission statement and the achievement of the objectives outlined in the corporate strategy. Customer trust is therefore key to staying competitive in the long-term and is the reason why Swisscom systematically aligns itself to customer needs. This calls for employees who can develop visions and work in mixed teams to put these into practice in a results-oriented manner.
Environment and objectives
Swisscom’s Group Human Resources Division is responsible for implementing a uniform HR and social policy throughout the company and formulates and promulgates Group-wide standards, guidelines and principles. The HR departments within each of the operating segments are responsible for implementing these and carrying out all HR functions from hiring new staff to employee departures. The Group Human Resources Division supports the Group Executive Board and Board of Directors on HR policy matters, such as terms and conditions of employment, salary system and diversity. It also recruits senior managers and conducts management development and succession planning in collaboration with the operating units. Group Human Resources is also responsible for professional and vocational training throughout the Group, and as such plays a key role at the company’s Swiss locations. In its dealings with the social partners and employee associations, Group Human Resources advocates the interests of the Group as a whole.
In order to meet future challenges, Group Human Resources plans its resource requirements from a quantitative and qualitative point of view, formulates key priorities in employees’ professional development and cultivates a management culture characterised by trust, esteem and performance orientation.
Swisscom’s market environment is constantly changing. The company therefore makes targeted investments in professional training and development for employees and managers to improve their employability in the long term. Employees are supported in their development by a wide range of on- and off-the-job options as well as internal programmes and courses. Further training and development programmes on offer include professional, technical and management courses. Swisscom welcomes opportunities for further training and provides related financial support. In the year under review, staff spent 54,441 days on training and development in Switzerland.
In line with the results of the 2010 employee survey on “professional development”, initial steps were taken by Swisscom in 2012. For example, the management compass, which among things charts an employee’s development as a management task, is now mandatory Group wide. Also in 2012, the “You & your Boss” initiative rolled out throughout Switzerland to promote a development dialogue between management and employees so as to facilitate the agreement of medium-term development measures. Finally, Swisscom IT Services launched an integrated competence model coordinated with line management, as well as a suitable development tool to enable the company to more effectively address the projected shortage of ICT specialists.
Swisscom continues to develop its Performance Management System in line with requirements with a view to assessing and rewarding employee achievements. The basis of this system is the performance dialogue. Guided by the principle of “agreeing objectives, recognising achievements and following a development plan”, employees and line managers engage in dialogue in which they discuss future tasks, expectations and personal development. Commensurate with its strategic positioning as a trustworthy partner in the digital world, Swisscom formulated concrete demands on all employees. In 2012, line managers conducted a performance dialogue with 98.8% of all Swisscom employees in Switzerland.
The management and people review processes have been extended to organisational units below Group division level. They support both succession planning for key functions as well as the placement of talents beyond individual divisions. A mentoring programme also encourages professional and personal discussions between the talents and the members of the Group Executive Board, while the Leadership Forum offers an important platform for management issues.