Annual report 2012

Employee training and development

Ensuring the high quality and rapid development of new services in the quickly developing and highly competitive electronic communications sector depends to a great extent on the skills and knowledge of all employees. The Group’s human resource strategy therefore focuses on employee development. The key elements of the aforementioned strategy are innovation, state-of-the-art knowledge, a focus on talent and key employees, employee flexibility and efficiency, commitment and loyalty and the creation of conditions that help keep the best employees.

Through focused education and training programmes, the Group: 

  • raised employee awareness about the importance of change;
  • motivated employees with the help of management programmes and programmes to improve employee commitment;
  • promoted the transfer of know-how by raising the level of expertise;
  • upgraded the management by objective system; and
  • promoted continuous education and training by including employees in such programmes.

A total of 90 % of employees were included in education and training processes. Nearly 70 % of all education and training programmes were organised internally, meaning the programmes were adapted to the work specifics and needs of the Group, and were thus beneficial in terms of time, price and location. There were no differences with regard to participation in education and training programmes in terms of gender, as the reason for education and training always derives from the workplace, established objectives and professional development of the individual.

The Group’s experts actively shared their knowledge with employees, and participated in the professional meetings and conferences in Slovenia and abroad as lecturers and facilitators. Special attention was given the transfer of know-how and best practices within the Telekom Slovenije Group, making it possible to further exploit the benefits of mutual interdependence. The Group also worked actively with schools and research institutions.

At the Group level, the total number of training hours was increased, while the average number of training hours per employee was up nearly one third or 6.7 hours. The proportion of employees included in education and training was also up. At the same time, education and training costs were down relative to the previous year, an indication that the Group optimised existing processes and improved efficiency in this area as well.

Key figures regarding employee training within the Telekom Slovenije Group 





Index 12/11

Number of training participants





Number of training hours





Proportion of employees included in training

89.2 %

73.4 %

90.2 %


Number of training hours per employee





Structure of training by type

The Telekom Slovenije Group places the greatest emphasis on training in the fields of information and telecommunication technologies, sales and computer and information systems. Structure of training by type in 2012 is presented in the figure below.

Structure of training by type in 2012


Key and perspective personnel

A system for identifying and managing perspective and key personnel has been in place for several years at Telekom Slovenije. After identifying such personnel again in 2012, around 11 % of employees were included in the aforementioned system. Psychological testing and interviews were conducted with participants. Employees identified as potential management staff were included in management training, while others were developed in the scope of their own professions. Various activities are planned in the future, including the rotation of perspective and key employees, their inclusion in projects teams, in project management, etc.

This system is now being set up at the subsidiaries Ipko and One. Key and perspective employees have also been identified again at TSmedia.

Lifelong learning, scholarships and the recruitment of new personnel

The Group gives employees the opportunity to pursue education at various schools and faculties. Individual companies also encourage employees to engage in continuing education through internal tenders. A total of 168 persons concluded on-the-job study agreements in 2012. One employee completed a voluntary apprenticeship with the court.

At the end of the year, Telekom Slovenije, Ipko, Media Works and One had a total of 17 scholarship recipients. GVO’s scholarship students successfully completed their training. The number of scholarship recipients was also down by one at Ipko and Media Works. Several pupils and students completed compulsory job training, primarily at Telekom Slovenije, GVO and TSmedia. Mentors from various organisational units assisted in the introduction of apprentices and other new employees to the Company’s work environment and organisational culture.

Motivation of employees

Material and non-material forms of motivation are used to remunerate and motivate employees. Material remuneration is carried out in accordance with the company-level collective agreement and internal acts. The variable component of wages, which depends on the achievement of business objectives, represents an important element of material motivation. Collective remuneration depends on performance and includes the payment of year-end and Christmas bonuses, while individual remuneration depends on the achievement of personal objectives and is paid in various forms, including stimulation, work performance bonuses, awards, advancement, and accident and life insurance.

The satisfaction and motivation of employees at all companies within the Group is also enhanced using different non-monetary and non-material benefits. These include education, additional days of paid leave, preventive treatment, the selection of an employee of the month, favourable terms in the purchase of the Company’s services and products, sporting and social events for employees, admission to cultural and sporting events, gifts for children, visits to fairs and participation in professional associations. Employees are also offered unpaid extraordinary leave, in accordance with legal provisions and internal acts, if the requirements of the work process so permit.

Telekom Slovenije, GVO and TSmedia pay supplementary pension insurance for all employees who have been with their respective company for at least one year (the amount of the contribution is 5.844 % of the defined base). Avtenta pays EUR 26.70 for all permanent employees, while companies abroad have no such programmes. Ipko provides life insurance for 40 % of the most successful employees.

Professional library

The Group's libraries house more than 9,000 books in the fields of telecommunications, information technology, economics, law, management and other sciences, and 150 titles of domestic and foreign magazines. Telekom Slovenije’s library fund increased by 143 books, 166 periodicals and standards and 83 units of e-material. Internal training reports are continuously accessible via the intranet library. The library is accessible by all employees, while One and Ipko also have a library.

Cooperation with research institutions

The Group cooperates with 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 its technologically advanced network. Telekom Slovenije continued its cooperation with the universities in Ljubljana and Maribor, and with the Jožef Stefan Institute. As part of its employee education and training activities, the Company also works successfully the International Graduate School at the Jožef Stefan Institute where several young researches are completing their doctoral studies.

Telekom Slovenije is included in the project for young researchers from the commercial sector, with seven employees working as young researchers and completing their doctoral studies with the aforementioned educational institutes (third degree cycles of the Bologna Process). The Company received funds from the Slovenian Technology Agency (TIA) in the amount of EUR 230,045.24 in 2012 to co-finance the aforementioned project. The Company also applied to a public tender to strengthen corporate development departments (KROP2012), as it aims to continue strengthening its own development team with new employees.

One and Ipko also work with universities, institutions and research organisation in their environments. Cooperation with research institutions is also reported in the subsection Research and development of services.