DHL 2000 Annual Report Download - page 83

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Personnel
75
We are securing the management of tomorrow
Our executive development program is tasked with identifying and pro-
moting management qualities where they exist in our own ranks.We have
therefore developed a new performance assessment system that evaluates
not only the degree to which personal goals have been achieved, but also
management potential.The goal of our succession planning, which we in-
troduced in 2000 at all levels that report directly to the Board of Manage-
ment, is to identify successor candidates for management positions and
also locate any gaps that might emerge early on.
Our employees are not short on ideas
The calculable annual benefit that arose from suggestions for improvements
submitted by employees in 2000 was over €12 million.Even what appears
to be a minor discovery can lead to considerable savings.For example,some
of our technical personnel noticed that defective elements in sorting ma-
chines did not have to be completely replaced; they just replaced a small
part and discovered a savings potential across all sorting centers that easily
ran into six-digit figures.Participation in the suggestions program reached a
record high: 60,000 ideas were submitted – more than three times the num-
ber from the previous year.
Personnel is gearing up for the future
In 2000 we laid the foundation for restructuring our IT landscape.In future
we shall have the largest personnel management system anywhere in the
world based on standard market software.Strategically speaking, we com-
pleted the transition from administratively focused personnel operations
to distinctly more creative human resources work with our PRIMUS pro-
ject.With this new strategy, in 2000 we have already been able to generate
a savings potential in the double-digit millions.
Savings realized from improvement suggestions
in millions
3.34
1999 2000
12.42