116
Future outlook and Sustainability
program
In order to support RBI’s efforts to become an adaptable and agile organization, we will experiment with some
new elements and functions in 2019. For example, shorter service cycles and an iterative process in performance
management have been implemented in order to enable the establishment of continuous feedback. This will also
allow feedback and evaluation to be provided outside of the actual organizational structure by product owners
and other project managers.
The new HR learning management system “cHaRlie” that was implemented in 2018 will be further expanded in
the future. Work is currently in progress to make online courses available on mobile devices from 2019.
The “Diversity 2020” initiative in Austria will be continued. The strategy and measure checks for the focal areas
of the empowerment of women and the inclusion of people with disabilities that began in 2018 will be completed
and the programs will be tailored accordingly. The topic of generation management will also be anchored in the
strategy. The LGBTI program will be continued.
The four-year mandate of the elected representatives to the European Staff Council (ESC) expires in 2019.
Representatives will be newly elected in all of the countries represented in the ESC in accordance with the
respective national rules. Two ordinary ESC meetings are again planned for 2019, in May and November.
Employee engagement is and will remain the leading indicator of organizational health and sustainable
performance and dedication. In these extremely fast-moving days, however, it is becoming clear that a
measurement taken every two years is no longer timely enough. Accordingly, we will supplement this with “pulse
surveys” at selected Group companies from 2019 onwards. This will allow managers to include employee
feedback directly in their decisions, thereby increasing acceptance.
Raiffeisen Bank International | Sustainability Report 2018