A4 für Copyshop GB.indd - Bayerische Landesbank

80 BayernLB – our company
Fostering talent and increasing qualification levels
Young, highly-qualified new employees represent an important investment in the
future of any company. BayernLB is therefore committed to training young, talented
and motivated people. The bank hired 50 trainees during the 2004 financial year. A
total of 31 graduates were taken on as part of the trainee programme. The increasing
demand for temporary traineeships clearly shows that BayernLB, as a training company,
is seen as a trusted and attractive option. Investment in cultivating fresh talent is
worthwhile. This is illustrated by the fact that in 2004, the majority of apprentices and
trainees who completed their training successfully were hired on a permanent basis.
In addition to proximity to the customers, further staff training and qualification remains
crucial for the Bank’s market success and optimum implementation of its business
strategy. For this reason, development of the professional and product-related com-
petence of our staff was a key focus in 2004. A special series of seminars entitled
“Customer and Credit Analysis”, aimed at risk analysts and relationship managers,
was developed and successfully carried out jointly with the business areas. This special
series will be continued both at home and abroad during 2005.
Internal communication
A shared corporate identity that is truly felt by the employees is essential in order to
weather challenging economic conditions. The Board of Management and employees
of BayernLB can rely on a broad range of customer-tailored internal communication
instruments. Ensuring that all employees are equally well-informed means meeting
information needs as they arise. This is achieved thanks to fine-tuned interaction
between staff communication measures and print and online media.
Backing up staff communication with online and print media enhances the quality,
scope and transparency of internal messages. The Intranet has a key role in online
communication, providing staff with a communications and work platform. All employ-
ees worldwide have instant access to up-to-date information in English and German.
In addition, a bimonthly staff magazine offers employees their own forum, devoted
mainly to background reports, interviews and in-depth information.
Outlook for 2005
“We are one Bank, one team, and only together can we achieve our overall goals –
each in his or her own function.” This clarion call to the staff came from the Board of
Management at the end of 2004, expressing the importance of renewed future efforts
to breathe life into the Bank’s new structure. The day-to-day implementation of this
shared corporate culture, largely crafted by the Board of Management and executives,
will be one of the core tasks for 2005.