COMMERZBANK AKTIENGESELLSCHAFT

To our Shareholders Corporate Responsibility Management Report Risk Report Group Financial Statements Further Information 139 195
127 71 Business and overall conditions
135 79 Earnings performance, assets and financial position
147 91 Segment performance
137 193 Our employees
143 199 Report on events after the reporting period
144 200 Outlook and opportunities report
Since 2010, we have been making more use of social media platforms to communicate
with potential young talent. These platforms are becoming more and more popular with pupils,
students and graduates as an information source and a platform for exchanging information
on starting a career. We therefore use Twitter to publish current job offers and information
on our entry opportunities for young talent. We also have a presence on YouTube and
Xing and have ourselves rated by our employees on Kununu. In 2011 on our ”Commerzbank
Career” Facebook page, our Chief Human Resources Officer, Ulrich Sieber, gave insights
into the world of careers at the Bank entitled “7-times Sieber”. Overall, we have nearly
15,000 fans on social network sites. Our social media involvement in the HR area makes us
one of the top five most active DAX companies.
We not only reach out to potential young talent via social media but also in person. In
2011, we organised application training events in schools and used case studies to place pupils
into entrepreneur roles. We also participated in cross-sector young talent development
programmes, such as the Start Foundation, “business@school” and “Handelsblatt macht
Schule”. The success of these measures can be seen, for instance, in the constantly high
level of applications from trainees. In 2011, we had taken on around 1,000 trainees and students
from cooperative education colleges. We normally train more students than we ourselves
require, in order to give a large number of students the opportunity to receive professional
training. This way we invest in the Bank’s future and also underpin our social
commitment. In 2011, we took on more than two thirds of the trainees who wanted to participate
and gave them an interesting professional perspective in the Bank.
With the Commerzbank Academy, we ensure transparency and uniformity in bank-wide
training and encourage staff across all groups. We have already established a uniform structure
for development paths in management and project careers. The focus is now on specialists,
for whom there will be increased competition on the jobs market in future. We offer
them a valuable alternative to management and project careers.
Developing ideas, solving problems
We made significant progress in 2011 in developing ideas management with which we are
improving company processes. The basis for this is still the “ComIdee” IT platform on which
all staff may submit their ideas for improvements. In 2011, 2,824 female staff and 4,404 male
staff submitted ideas through ComIdee; this was 10% more than in 2010. The ideas were
rewarded with a total of €216,000, the highest premium for a single idea reaching a new
high of €56,625. We also started our “WikIdee” platform in September 2011, where employees
work interactively on overarching problems, such as processes, technical applications or
methods of advising customers. Everyone may place their own suggestions online or submit
a concrete question with a request for support. The evaluation of ideas produces a ranking
that highlights relevant topics, potential innovations and critical points.
Group Management Report