108 An annual preventive health examination has been offered by Raiffeisen banka a.d. in Serbia for several years. The system was changed in 2016 to extend participation from certain employee groups to all employees, regardless of their age or function in the company. With regard to health, the bank also organizes annual flu vaccinations and two blood donation campaigns for all employees. A range of offers, such as yoga classes, Pilates, soccer training and a choral group is intended to positively influence the work-life balance and contribute to the avoidance of burnout. The sports options also include the annual sports day, which is organized for all employees and their children. Prevention for old age is approached through the supplemental pension insurance (Raiffeisen Future). The bank doubled the premium payments in 2016 again for all employees who make their own payments into the pension scheme. In the event of severe illness, employees are offered financial assistance from the social fund “Boško Kostic´ Stiftung”. In 2016, Raiffeisen banka a.d. in Serbia continued its free monthly workshops and presentations on a wide range of health and social topics, such as “How can music ‘heal’?”, “When and how should one say ‘no’?” or, for the children of employees, “Does growing up hurt?”. Eastern Europe (EE) Priorbank JSC in Belarus began offering an annual medical examination to all employees to support good health in 2015; this was very well received and was also made available in 2016. As part of its efforts to promote good health, the bank offers free memberships at fitness centers. Participating in sports competitions such as beach volleyball, table tennis, ice fishing, bowling, swimming and soccer is financially supported. As part of this, a team of finance and IT specialists from Priorbank JSC won the “Military sports patriotic games” organized by the defense ministry in 2016. To give employees easy access to training on the topic of prevention, three online courses were organized: “Effective conflict management”, “Stress management”, and “How to deal with dissatisfied customers”. In order to provide more balance for employees, the bank funds cultural events such as theater evenings, concerts and children’s theater. The bank also subsidizes the canteen food. AO Raiffeisenbank in Russia attaches great importance to the mental health of its employees and has offered training courses on stress prevention since 2015. The training offer has been continuously expanded and enables employees to learn different techniques for dealing with stress and how to control their personal stress level through full-day, on-site courses as well as in the form of e-learning. Human resources marketing Recruitment & Employer Branding at the Vienna sites The focus of recruitment and personnel marketing in 2016 was again on the area of IT and technology. An important component of our Employer Branding strategy is the dialog and direct interaction with students and graduates. These take place at job fairs or directly on location, for example, at colleges of higher education in Wiener Neustadt and Hagenberg as well as in the form of discussions with the top students on technology courses. Raiffeisen was also able to present itself with R-IT as an attractive IT employer to students of TU Wien at TUday16. Raiffeisen was represented at “Career Calling 16”, Austria’s largest jobs fair, for the twentieth time. At the Raiffeisen trade show booth, employees and managers from Career Calling, © RBI AG RZB AG, together with specialized subsidiaries and RBI AG as well as seven other companies of the Raiffeisen Banking Group, answered numerous questions asked by business and technology students and graduates on the possibilities for starting work at the company, working part time and internships. The online presence was also increased to ensure that all means of communication with young talents and applicants are exploited. This was done by using the company profile and a new possibility of reaching out to people through social media and innovative job portals. It involved intensifying or establishing cooperations, partnerships and sponsorships with technical universities. New job profiles and diverse possibilities for joining
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