DHL 2004 Annual Report Download - page 70

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Collective agreements support integration process
The company and the union have also established collectively agreed arrangements for
employees who will be transferred from many different companies into target companies,
as part of the DHL integration in Germany. Legal certainty for employees affected regard-
ing the validity of the relevant collective agreements was established in the following
companies: DHL Betriebs GmbH, DHL Vertriebs GmbH & Co. OHG and DHL Verwal-
tungs GmbH. The foundations for uniform working and pay conditions were laid at the
individual companies. Based on collective agreements, we have drawn up established rights
arrangements with ver.di for employees who move to one of these target companies.
Postpersonalrechtsgesetz (Deutsche Bundespost Former Employees Act) amended
On November 13, 2004, the Erste Gesetz zur Änderung des Postpersonalrechtsgesetzes (First
Law Amending the Deutsche Bundespost Former Employees Act) came into effect. It
establishes a basis so that civil servants may be employed flexibly within the Group,
subject to certain requirements being met. Bonus payments and performance-related pay
schemes can now be governed by special derivative legislation. On this basis, we can con-
tinue to harmonize pay conditions and define targeted performance incentives within the
various employee groups.
Forward-looking human resources policy
In terms of health management, the focus in 2004 was again on prevention and advice.
Our health and safety focus program, “Accident-free However You Travel”, informed our
employees of the dangers en route to and from the workplace. These initiatives, as well as
our health promotion program, have achieved lasting success: Deutsche Post AG recorded the
lowest sickness absence rate in its history at 5.6%, while accident rates also fell again.
Our idea management posted a new record in the year under review: Deutsche Post
employees submitted over 136,000 suggestions in total! In the previous year this figure
was around 98,000. The measurable savings from the ideas that were implemented
amounted to around €106 million. Since February 1, 2004, the idea management program
of our Group subsidiary Deutsche Postbank AG has been completely integrated.
Development prospects for specialist staff and executives
The targeted development of executives and junior managers is an essential factor for the
continued growth of the Group. In 2004, we implemented a uniform system for the first
time to evaluate and support specialist staff and executives throughout the Group. A key
innovation is the annual discussion of development potential by the relevant executive
committee, i.e. by line and senior management as well as the executive or human resource
development functions.
Integrating international talent in the Group
Deutsche Post World Net is already in its third year of cooperation with some of the
world’s leading business schools. Under the auspices of the MBA Internship Program,
45 MBA students from all over the world have to date collaborated on strategic Group
projects. Alongside prominent US institutes such as Columbia, Wharton and Yale, our
program partners also include leading business schools in the United Kingdom, India
and China. 2005 will see new, additional cooperations with European institutes.
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