Harmony
[perfect harmony is not a matter
of chance]
We have travelled the demanding path
of changing the organisational structure
and corporate culture. We defined the values
that govern our work. We are a strong team where quality,
extensive expertise
and qualification, as well as mutual respect,
team spirit and a human touch are always present. |
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Restructuring of Slovenské telekomunikácie,
a.s.
The overall restructuring of the company has
greatly contributed to achieving a streamlined organisational
structure, and thus also to more efficient cost handling.
As a result, the majority of our employees are concentrated
in two principal business lines - marketing and sales, and
network infrastructure. The average Full Time Equivalent (FTE)
for 2002 was 9,804. Employee age and education structures
greatly improved in 2002. The ratio of university graduates
employed with our company came to 23%, with almost 70% of
our employees being under 45 years of age. Our working teams
are balanced also from the perspective of female-to-male representation,
with women accounting for 37% of the total headcount.
Headcount by units of Slovenské telekomunikácie,
a.s. |
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We are building up a strong team of professionals
We did a lot as part of the Culture Change Project in order
to contribute to the successful operations of our company.
We identified so-called "key players", i.e.
those among us who are top experts in their respective professional
fields. While getting ready for the fully liberalised telecommunications
market we defined Standards for Customer Orientation and Customer
Oriented Behaviour. As many as 300 employees helped prepare
these Standards. By training and development of managers
we contributed to improving both the management and the performance
of our company.
Open and transparent communication is extremely important
in times of change. We explain the inevitability of change
and all the steps taken as part of the transformation
of the company and increase of its competitiveness at meetings
of the management with employees organised as regular workshops,
presentations and discussions.
We introduced a new remuneration and performance
management system
In July 2002, we introduced a new unified remuneration system.
Evaluation criteria for defining salary variable were unified
so that the system could be directly linked to the performance
management system.
This new method introduced clear-cut remuneration criteria
based on fulfilment of both company and individual goals,
as well as on behaviour in line with corporate values.
Our teams are aware of what goals lie ahead of them and they
know the criteria by which they will be rewarded when the
goals are met. In addition to that, we provide a wide array
of perquisites and benefits to our employees. These were also
the changes that were carried out in our company as part of
the Culture Change Project.
Training benefits our company
The year 2002 was a year of dynamic development for all
Slovenské telekomunikácie, a.s.' employees. Educational and training
courses focused on developing all areas that could represent
a competitive advantage in the external liberalised environment.
We organised 2,778 training courses in 2002, which translates
as 6.5 training days per employee. Investment in education
exceeded the financial volume spent on education in 2001 by
almost 30%.
Selecting the best
Ongoing changes in our company put great demands on recruitment
and selection of specialists throughout the year, not only
in the Bratislava region, but also in Banská Bystrica and
Košice. Our aim was to satisfy the needs of the company to the
best quality, and in the fastest and most efficient way possible.
This effort was supported by our own web application for internal
applicants called Job Fair Online, while for external candidates
there were links to www.telekom.sk or www.profesia.sk
available. In-house applicants have been preferred in staffing
open positions. More than 400 newly established positions
were staffed by internal candidates.
Employment development (FTE’s) |
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Providing new opportunities for students
Universities as well as secondary education facilities represent
a source of quality graduates - potential employees for our
company. Many employees are members of state examination committees
and collaborate with universities on various projects. Slovenské
telekomunikácie, a.s. actively co-operates with AIESEC and
IAESTE student organisations. The survey "Most Desired
Company 2002" organised among students by AIESEC placed
Slovenské telekomunikácie, a.s. in sixth position among the
most preferred employers.
Attention to every employee
Our attention was focused not only on new hires or on those
who remained with the company, but also on people whose position
was no longer in the new corporate organisational structure
due to restructuring. The Employment Project includes a procedure
for working with employees on soon-to-be-cancelled positions
that was developed and implemented in close co-operation with
managers and HR Unit employees. Our collaboration with personnel
agencies in helping departing employees search for new jobs
has been very active, and we have also paid for their re-qualification
courses and provided higher than average severance payments.
During the course of the changes Slovenské telekomunikácie,
a.s. has made every effort to maintain fair relations with
social partners - trade unions (Communications Trade Union
and Slovak Trade Union of Postal and Telecommunication Workers),
by means of open mutual communication.
Preparation for the liberalised market
Compared to neighbouring countries, we succeeded in preparing
ourselves for a fully liberalised telecommunications market
in an extraordinary short period of time also in terms of
human resources. We have actively collaborated with our parent
company Deutsche Telekom AG and together organised numerous
employee exchange stays that helped us harmonise co-operation
between the two companies. Exchanging experience as part of
the large international project entitled HR Synergy also proved
very beneficial.
We desire success also in 2003
With the aim of carrying on the success of Slovenské telekomunikácie,
a.s. in the liberalised market, in 2003 the HR Unit will focus
mainly on expanding performance management to four managerial
levels, introducing a flexible benefits' system, and on
launching an Intranet application that should support the
processing of salary variable. Future targets include the implementation
of the corporate HR strategy and process redesign aimed at
making services provided to internal customers more efficient,
thorough implementation of the Culture Change Project, as
well as further training and development of our employees.
We desire success also in 2003 and want employees who are
motivated and play active part in strenuous, yet necessary
process of changes in Slovenské telekomunikácie, a.s. and
achievement of demanding corporate objectives.
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