ÖBB Annual Report 2023

185 Group Management Report Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 140 The HR IT Transformation programme includes plans to introduce a comprehensive performance management system. It is designed to digitally support employee appraisals and collect feedback. In addition, the introduction of a system for structured succession planning and for the visualisation and promotion of talent is planned. The focus in this context is the Group-wide, targeted analysis of strengths and skills requirements so that key positions may be filled internally to ensure a perfect fit. In addition, attractive career paths are to be created. Digital support in the form of implementation in the “SAP Success Factors HR IT” systems is essential for the realisation of effective talent management processes. The alignment with industry standards, the streamlining of HR processes and the focus on state-of-the-art solutions make the transformation a key lever for efficient HR management and a major contribution to positioning the company as an attractive employer on the labour market. Résumé and outlook 2024 The whole of 2023 was geared towards the “100 years of ÖBB” anniversary and came to a worthy conclusion in autumn 2023 with the joint centenary event. This was another opportunity for ÖBB to position “our ÖBB” as an attractive employer, both internally for colleagues and externally for guests. The recruiting focus was expanded to include foreign activities in addition to the national market. The wide-ranging measures have already resulted in a record number of over 65,000 applications. This speaks for the entire team’s commitment to attracting new talent to the Group. The “Always On” strategy is therefore being continued in 2024 for the ÖBB Group as an employer in order to respond to the ongoing tight labour market. ÖBB endeavours to plan this sustainably and use resources as efficiently as possible. Goodies are only purchased sustainably and as plastic-free as possible, and wherever possible, digital media are preferred to printed materials. In 2024, the focus is once again on mission-critical functions, as the number of open positions is expected to be particularly high in this area. The “Jobbahner:innen” programme is also being continued to provide support. The qualitative standard of applications is also to be raised in addition to the quantitative number of applications. Targeted sourcing management and actively approaching potential new colleagues is another factor that plays a contributory role. A particular focus in 2023 was also the conduct of the Group-wide employee survey. As a result of the high participation rate, it was possible to achieve considerable success, enabling the introduction of targeted measures in the area of employee satisfaction. Other significant measures Reliable and attractive employer (excerpt) How will we work in the future? | At the Alpbach Forum, ÖBB focussed on the “working world of tomorrow”. Flexible working hours was the main topic of discussion. A FlexiFriday model has been piloted in parts of the ÖBB Group since autumn 2023, which makes a 4-day week possible by eliminating core working hours on Fridays. Group-wide onboarding | In the “Group-wide onboarding” project, the Group- wide onboarding process for certain target groups was developed as a minimum standard in 2023. The most important work packages included process design and process description, the design and implementation of a buddy system and the piloting of a Group-wide onboarding day. RCG Europe Week | Approx. 15 apprentices take advantage of the RCG Europe Weeks in 2023. The apprentices once again had the opportunity to work at the Rail Cargo Group’s international locations, demonstrate their intercultural skills and gain experience. MR140 |