Training and HR development74

Professionally qualified, competent, innovative, satisfied and dedicated employees represent one of the keys tothe success of every company. The Telekom Slovenije Group strives to achieve this through employee training anddevelopment. During a period of general austerity measures and rapid technological development and the resultinghigh number of new products and services on the market, training and development are that much more important.

We have a well-developed and functioning internal system aimed at the transfer of knowledge, which will remain one of the key points of our development in the future. The majority of internal lecturers are experts and specialists from the fields of information technology and sales. They also share their knowledge with agents, other companies and professional circles in Slovenia and abroad.

In the scope of our training programmes:

  • we follow developments in the field of information and communication technology;
  • we encourage experts to obtain additional certificates that represent added value for the Company and its employees;

  • we enhance the internal transfer of knowledge;

  • we train internal lecturers appropriately to ensure that they are successful and effective in sharing their knowledge;

  • we promote the importance of employee dedication and motivation with the aim of achieving excellence in all areas;
  • we upgrade the management by objectives system; and
  • we give special attention to perspective and key personnel.

This year saw an increase in the proportion of employees included in education and training programmes relative to the previous year, from 77.4% in 2013 to 85.5%. A total of 79.9% of education and training programmes were organised internally. These programmes were adapted to the work specifics and needs of the Group, and were thus beneficial in terms of time, price and location. Men accounted for 72% and women 28% of all employees included in education and training programmes, which corresponds to the overall gender ratio, as training is based on workplace needs, with no distinction made by gender.75

Due to a reduction in total direct training costs at the Group level, the number of training hours and average number of training hours per employee have also declined for several years, by 5% and 4% respectively.

Key figures regarding employee training within the Telekom Slovenije Group

  Telekom Slovenije Group Telekom Slovenije
  2012 2013 2014 Ind. 14/13 2012 2013 2014 Ind. 14/13
Number of training participants 4,263 3,548 3,847 108 2,634 2,566 2,596 101
Number of training hours 135,531 109,380 103,454 95 94,140 70,344 76,055 108
Proportion of employees
included in training
90,2 % 77,4% 85,5% 110 90,8% 88,9% 95,0% 107
Average number of training
hours per employee
28.7 23.9 23.0 96 34.2 24.4 27.6 113


Structure of training by type

The greatest emphasis was placed on content relating to information and telecommunications technologies, sales, and business communication and business skills. Special attention is also given to protecting the personal data of our users. Telekom Slovenije therefore organised eight workshops on the security culture in 2014. A total of 188 hours of training were conducted, while 192 hours of training were conducted at One.77

The structure of training by type is presented in the figure below.

The structure of training

Key and perspective personnel

A system for identifying and managing perspective and key personnel has been in place for several years at Telekom Slovenije. A total of 11% of employees were deemed key personnel back in 2013. Of that amount, 1.3% were young perspective employees. That list did not change in 2014. We introduced training for department heads, with an emphasis on two areas: the identity of a department head and a department head as coach. Perspective personnel are young employees with a high level of development potential, for whom we organised a series of workshops entitled Strast za rast (Passion for Growth).

We also implemented a rotation programme for perspective personnel between various organisational units. The programme was completed by four employees in May, while the next four employees began their rotation programme in September. A third quartet of employees is set to begin their rotation programme in January 2015.

Applying the same methodology used by Telekom Slovenije, key personnel were also identified in 2012 at TSmedia. No upgrades were carried out this year due to numerous organisational changes. A total of 11% of employees were identified as key personnel at One this year. 

Lifelong learning, scholarships and the recruitment of new personnel78

The Telekom Slovenije Group supports the enhancement of professional knowledge, and therefore finances the study of employees and facilitates paid absence to prepare for study requirements. At the end of 2014, a total of 39 employees had contracts with the Group to obtain a higher level of education, compared with 66 in 2013. One employee is completing a voluntary apprenticeship with the court.

At the end of the year, the Telekom Slovenije Group had no active scholarship agreements. We provided scholarships to 11 pupils and students in 2013. One of them finished their studies in 2014 and was subsequently employed. An agreement with one scholarship recipient was terminated, as the person involved did not complete their studies and will therefore return the scholarship funds. Two students are in the final phase of their studies.

Motivation of employees

Telekom Slovenije uses material and non-material forms of motivation to remunerate employees who deviate significantly from the average in achieving established objectives. Material remuneration is paid in accordance with the company-level collective agreement and other internal acts. Individual remuneration depends on the achievement of personal objectives (e.g. incentives, bonuses and life insurance), while collective employee remuneration depends on achieved business results.

Employee satisfaction and motivation to work is promoted through numerous forms of non-material remuneration. These include employees’ choice of education or training, paid absence from work, foreign language courses, gifts for children and first-graders, visits to professional trade fairs, membership in professional associations, etc. Employees are also offered unpaid extraordinary leave, subject to prior agreement with the relevant department head and if the work process allows such absence. Employees returning from extended periods of sick leave are afforded the opportunity to take part in preventive and recreational treatment at a spa.

Full-time and temporary employees enjoy the same benefits, except the payment of voluntary pension insurance premiums, which the Company covers after one year of employment. Telekom Slovenije, GVO, TSmedia and Avtenta pay the aforementioned premium for employees who have been employed by their respective company for at least one year. The amount paid is 5.844% of the defined base, except for Avtenta, which has a fixed premium of EUR 26.70 in place. 79

Companies outside Slovenia pay their employees compulsory contributions for pension insurance in accordance with local laws, but do not yet pay premiums for additional pension insurance for them.

An employee’s base salary is equivalent to the value of the wage grade for a particular position for which an employment contract has been concluded, and is not dependent on gender, location or activity. 80

Professional library

The Group’s libraries house more than 9,000 items of reading material in the fields of telecommunications, information technology, economics, law, management and other sciences. Books account for 72% of the aforementioned amount, followed by periodicals and standards at 21% and e-material at 7%. The parent company boasts the most extensive professional library. One and Ipko have libraries that are accessible to all employees.

Telekom Slovenije’s library has been a member of the COBISS virtual library in Slovenia since 1992. Telekom Slovenije’s library fund increased by 85 books, 119 periodicals and standards and 93 units of e-material. Interlibrary lending from domestic and foreign libraries is increasingly replacing purchases of business and technical literature. Membership in 47 professional associations, 45 individual memberships and access to 19 business databases and services was organised. A total of 2,696 publications were forwarded to 712 users.

Cooperation with research institutions

We cooperate with various research and educational institutions with the aim of achieving the best results in the development of new services, content and business practices, and in the development and management of technologically advanced networks. See point 2.7.1 Research and development of services for more information.

Subsidiaries in South-Eastern Europe also cooperate with universities, institutes and research organisations in their local environment, in particular the subsidiaries One and Ipko.

75 GRI G4 LA9
76 GRI G4-LA9
77 GRI G4-HR2
78 GRI G4-LA10
79 GRI G4-LA2
80 GRI G4-DMA, G4-LA13