4/3/2014 1

TALENTS TODAY – BUILDING A SUSTAINABLE STRATEGY FOR INTERNATIONAL CAREER MANAGEMENT. Rovinj, March 27-28, 2014

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deutsche telekom: Who are we

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deutsche telekom: KEY FACTS AND FIGURES

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Europe and technology

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dt unDERSTANDING OF TALENT MANAGEMENT

Target group forTalent management

Perfo

rman

ce

Potential

high

low high

FIT

IMPROVE

HIPOS

HIPOS

HIPPOS

MOVE

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dt unDERSTANDING OF TALENT MANAGEMENT

Target group forTalent management

Perfo

rman

ce

Potential

high

low high

FIT

IMPROVE

BEST FIT

GROW

JUMP

MOVE

HIPOS

HIPPOS

Leadership Development

Programs

Succession/ Placement

Talent Space

Source Journey in TM programs (opportunities) Aim of the Journey

Expert Development

Programs

2. Placement

Journey

1. Development

Journey

TALENT JOURNEY

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TALENT SPACES

7 Talent Spaces to enable succession and talent career development

Commercial Talents Space is a business strategic initiative whose main goal is to setup succession pipeline for the MG 3 , MG 4 and Top Experts layers in order to ensure healthy business continuity in the Commercial Functions in Europe Region.

Duration: 12 months

A TALENT SPACE

COMMERCIAL TALENT SPACE: Four Pillars

Project assignments

PROJECT ASSIGNMENTS

Succession Pool for vacancies

and key projects

VACANCY VISIBILITY

Commercial Leaders as Mentors

MENTORSHIP

Visibility Platforms , events, marketplaces

NETWORKING & VISIBILITY

Talent Space is great opportunity to develop our talents. But we only have a part of them. What about our executives. What about our HIPOs… What about the rest of the needs of our business

INTERNATIONAL CAREER MANAGEMENT

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Why International Career Management?

WE WANT TO BE

INTERNATIONAL

BUT IT IS YET

NOT IN OUR DNA

…

TOTALLY

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The Need of International Career Management

Because the Business needs it In times of scarce resources, we need

International Career Management in order to have the people who are able to handle the future international business needs, create the new business models, establish business partnerships and collaborate on an international European landscape. ICM is for enabling the business to have the best people on the most critical projects and activities.

Organizational dimension

Because our best people need it In times of globalization and mobility, our

best people need International Career Management as it gives them the opportunity for a career development beyond the boundaries of the local company, brings them to a next career level and builds their competitiveness and professional relevance for the future

Individual dimension

ICM

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We asked 5 random NatCos and Leaders: “What is your opinion about International Career Opportunities?”

Be role model as senior leader. Create good mix in your team

“In the name of internationalization DT is giving responsibilities to some affiliate to show that it is not only Germany, the better approach will be give to ever affiliate part of responsibilities and people will believe more international careers. Do they walk what they talk?”

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… what we aim for:

E.G. International Assignments 2013 : 57 + 73

SHORTTERM: 4 In-4Out Target for Cross Country Mobility in 2014

MIDTERM: 20% of International Positions to be filled in internationally

LONGTERM: 30% International Positions to be filled in internationally

Visibility and awareness

Announcement of positions and assignments through various channels (e.g. Talent Calls)

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Creation of International Talent and Succession Pool

Identification Talents and people with the required set of skills and international career ambitions

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Strategic Areas to meet PanNet 2020

Classification of International Positions; Identification of Business Needs (mid to long term perspective)

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Placement enablement; Visibility on Talents

International Career Rounds @ PD and FR

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EU International Career Process

Execution Assignment/Placement 5

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Enabling international moves is also a question of mind-set!

Consumption (to be offered “bite-sized” by DT)

emplo

yer

Pre-condition for career and duty Offer to employee (can be refused)

emplo

yee

“Duty” (investment in company)

Change our mind-set!

International assignment as “award” International assignment as “risk”

“Want to go” (important investment in personal career)

Don’t want to leave comfort zone (only if everything is just perfect) International assignment as “dead end” Pre-condition for personal career

today tomorrow

International Talent and Succession Pool

HIP(P)Os PPR :

Rookies: emerging experts Employees matching critical skill profile

HIP(P)O‘s Profiles Visibility

International Talent and Succession Pool

Talent Space

LDP/ Master Classes

Telecom X-change

Project Assignments & Vacancies

INTERNATIONAL Career Step

International Career Calls and Rounds

Executives: Others:

KEEP TALENT IN THE DRIVER

SEAT

Thank you!