Service-oriented - Die Schweizerische Post

in headcount at the parent company
(1.707 full-time equivalents). This affected
the Post Offices & Sales, PostLogistics
and PostMail units in particular. At the
same time we also created new jobs: for
instance 136 at PostFinance and 27 at
Swiss Post Information Technology.
Investing in our employees
Occupational training, further training
and the development of successors are
ways in which we can ensure that our
employees have the necessary know-how
and skills to strengthen our ability to perform
and further develop our innovative
force. The principles of leadership and
cooperation determine how we interact
with one another. ( 15)
Occupational training
Swiss Post offers numerous young people
a training position each year. ( 16, 17) It
thus makes an important contribution
towards ensuring sufficient numbers of
“ We cannot trans-
port everything
by rail alone;
we need combined
solutions.”
Christian Roduit
Head of Transport,
PostLogistics,
Lausanne
qualified employees for Switzerland as a
location for industry, supporting 14 occupations
that are all recognized by the Federal
Office for Training and Technology.
Qualified trainers, mostly apprentice-supervisors,
are in charge of the trainees.
Specialized regional managers check the
quality of on-the-job training on a regular
basis. The number of trainees has doubled
between 1998 and 2003. The overall
number has remained constant since 2004
but has increased for certain occupations.
For retail specialists, for instance, we created
100 new traineeships and will offer
additional training places. Whereas there
is currently a shortage of traineeships,
in future there will be a shortage of trainees.
We already expect to see a sharp
decline in the number of school leavers in
2008. It will thus be all the more important
for us to instill enthusiasm in young
people for the variety of occupations at
Swiss Post while offering them an opportunity
to gain experience at other companies.
One example is the exchange
project, implemented for the first time in
2006, which enabled Swiss Post retail
specialists to gain experience at Migros.
This gives them an opportunity to put
their skills to the test in a different environment
and to gain confidence in dealing
with customers.
Annual Verantwortungsbewusst
Report | Prudent
43
Further training
Swiss Post attaches great importance to
progressive staff development. For this
purpose it employs over 100 people as HR
specialists, internal and external coaches,
and trainers. Its topmost goal is to promote
management, social, specialist and
self-awareness skills. The central element is
the Group-wide in-house range of further
training opportunities. This includes seminars
and workshops on change management,
leadership, customer focus, coaching
and networked thinking and action. In
2006, around 250 one-day and severalday
seminars and workshops, attended by
some 3,000 employees and managers,