ÖBB Annual Report 2023

Group Management Report 92 Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 47 “Efficient and modern HR management” is aimed at standardised, efficient processes with clearly defined responsibilities, including a Group-wide, holistic HR IT system landscape. “Learning and development” focusses on the targeted and sustainable development of employees with state-of-the-art learning concepts and innovative methods and systems. “Culture and Diversity involves using diversity expertise to solve challenges. This means safeguarding and strengthening our employees’ ability to work and their health as well as promoting an open, appreciative and solution-orientated culture of cooperation. “Strong employer brand“ includes the design of attractive and modern working and employment conditions (part-time, job sharing, home office, etc.) along the life phases involved. In contrast, “strong employer brand“ means positioning ourselves as an employer with a wide range of development opportunities, jobs with purpose and a reliable and secure environment, as well as room for diversity. HR Organisation The “HR 2025” programme provided the impetus for a multi-year transformation process. The main objective was to realign ÖBB HR in conformity with the business partner model. The Group-wide bundling of HR services was successfully completed in 2023 after intensive work on content, processes and organisation. The work was conducted in the specialist areas of recruiting and employer branding, personnel development, culture and leadership, employability and health, inclusion and diversity as well as standards and labour law. HR-IT-Transformation (HR-IT-T) In 2023, the HR-IT-Transformation (HR-IT-T) programme was initiated as a multi-year project to drive forward the path to modern, fast HR management with efficient processes and digital solutions. A complete reorganisation of HR IT solutions for talent management will implement forward-looking, system-supported HR capabilities (end-to-end solutions). Topics such as “sourcing”, “modern forms of learning” and “succession planning” were brought into the Group and end-to-end workflows were set up along the entire employee lifecycle. This enables paper-based work to be replaced, processes to be accelerated, a consistent database to be made available and a fully integrated HR IT system landscape to be provided. The transformation is a key lever for efficient HR management thanks to the orientation towards industry standards, the streamlining of HR processes and the focus on state-of-the-art solutions, and provides a major contribution to positioning the company as an attractive employer on the labour market. In January 2023, the new service design for occupational health management was launched – as an in-house consultant for the areas of “fitness for work” and “health”. This was preceded by the bundling of the topic in ÖBB-Business Center GmbH from June 2022. This was accompanied by the establishment of regional health advisors throughout Austria as part of a one-face-to-customer principle. This means that all ÖBB Group managers in Austria have a direct contact person for these issues. The aim of this measure is to support managers in promoting and ensuring the health and fitness for work of their employees as part of their duty of care. The focus here is on relationship-oriented measures to harmonise people, technology and organisation, particularly in a dynamic working environment. Specialist advice is provided by a multi- professional team from the fields of occupational medicine, psychology, ergonomics, health promotion and data science. The measures taken and the successes achieved are localised in active portfolio management. HR-European-and-Labour-Relations In 2023, a new two-year work programme was concluded in the Railway Sectoral Social Dialogue. This was concluded between the Community of European Railway and Infrastructure Companies (CER) for the employers and the European Transport Workers’ Federation (ETF) for the employees. The focus includes the further development and implementation of activities relating to the joint declaration on increasing the proportion of women, Women in Rail, and the “Train Driver Directive”. STAFFER provides the framework for a Europe-wide “Blueprint”. STAFFER is a project within the EU funding of “Sector Skill Alliances” 2020. At approx. EUR 4.0 million, it is one of the largest qualification alliance projects funded by the European Commission. It comprises of 31 full partners and 14 associated partners from 13 countries. The fundamental aim of the project is to develop and validate appropriate education and training pathways and curricula for the whole railway sector. This is to effectively increase employability and career opportunities in the sector. The starting point for this is the identification of current and future qualification and competence needs. Accordingly, Europe-wide mobility programs and work-based internships for students, trainees and employees are implemented. The project was launched on 01.11.2020 and has a duration of 48 months (until 31.10.2024). Currently, the task is to derive suitable measures from the evaluations as well as to create specific teaching and training programs in cooperation with the identified occupational profiles. | MR47