Human Resources 2024
Human resources are the most important resource of a company. With more than 300.000 employees, Deutsche Bahn Group (DB) has a wide range of job profiles, work environments and challenges. Thus, we are very happy to announce our 7th startup program with the HR department of our corporate DB.
This 100 days signature program gives startups the chance to customize and live-test their solutions for real-life challenges that DB faces. What is in it for you?
- Exclusive access to DB experts, data and markets
- EUR 25,000 funding, no equity taken
- Exclusive access to a network of selected coaching and mentoring experts
- Coworking Space at our loving office site at Berlin Jannowitzbrücke
- You will be supported by a dedicated DB mindbox startup manager
This is a great opportunity to lay the foundation for joint projects and a successful long-term collaboration with Deutsche Bahn Group, Europe’s largest mobility and infrastructure provider.
You have questions like what should be included in the pitch deck or what is special about our 100 day DB mindbox program? Check out our FAQ.
If you have any questions regarding our program, we offer two open Q&A sessions:
01
Learning
We live in a rapidly changing and evolving world. Therefore, it is necessary to constantly develop one‘s own skills and adapt to the changing requirements from the surrounding. We are looking for solutions that help our learning processes keep up with the pace of developments.
© Deutsche Bahn AG / Max Lautenschläger
Automated creation of learning content
We want to enable our employees to share their knowledge with others. Therefore, we are looking for solutions that help and guide our employees in producing learning content themselves. Suitable types of result can be e.g. videos, podcasts, interviews.
© Deutsche Bahn AG / Skydeck
(AI-based) development and adaptation of training concepts
The development of training concepts takes time and requires a lot of experience from trainers. We are looking for (AI-based) tools to support trainers in developing or adapting their training concepts.
© Deutsche Bahn AG / Faruk Hosseini
Embedded learning content in everyday life
It is crucial to embed learning in everyday life, to ensure that contents are internalized and applied. We are looking for support in sustainably anchoring contents from existing trainings into everyday life. A connection to our existing LMS should be possible in principle.
© Deutsche Bahn AG / Volker Emersleben
Further Solutions
You have other ideas on how to foster learning in a fast-changing environment? We are keen on learning more about it.
02
Employee assistance
Personal support for each other is priceless. However, it is not always possible to have personal support at your side. Hence, we are looking for solutions to bridge the gap between the need for assistance and the limited availability of human resources.
© Deutsche Bahn AG / David Hecker
Digital assistant for specialists from abroad
Many specialists are being recruited outside of Germany. We are looking for solutions, that help these new colleagues to gain foothold in Germany and in their new job. This does not only include support with the new language, but also help with authority processes or the cultural circumstances.
© Deutsche Bahn AG / Tom Gundelwein
Job matching for employees with disabilities
Deutsche Bahn is a diverse employer, and we welcome employees with disabilities. Currently, it is very time-consuming to find suitable positions for different kinds of disabilities. Do you have a solution to make the matchmaking of employees with disabilities to job positions easier and faster?
© Deutsche Bahn AG / Volker Emersleben
Support for operational managers
Teams of operational managers are often spread across large regions and consist of many employees. Thus, they don‘t meet in person frequently. We search for tools that help operational managers know how their teams are doing. Are they happy? Are they concerned about something? Do they lack specific skills? The solution needs to be available for mobile devices.
© Deutsche Bahn AG / Max Lautenschläger
Further solutions
You have other approaches on how to provide (digital) support for our employees? Tell us more!
03
Career development
Employees of a big corporation like Deutsche Bahn have countless opportunities for their career development. Yet, it is difficult for the employee to find the right path to take and it is not easy for the company to match the right person to a job. Therefore, we aim at finding solutions to make internal career development easier.
© Deutsche Bahn AG / Volker Emersleben
Promotion of internal career development
We have many valuable employees, and we want to make access to internal career opportunities easier. Help us foster internal career development horizontally as well as vertically. This includes the matching of people to positions and to outline development paths for employees based on their current skillset.
© Deutsche Bahn AG / Max Lautenschläger
Assessment of leadership skills
Great leaders make a difference for their teams. We are looking for tools that help us assess, if an employee will be a good fit for a leadership career. This entails self-assessment tools for employees interested in a leadership career as well as tools, that help our HR departments to select the right candidates for our leadership talent program.
© Deutsche Bahn AG / Max Lautenschläger
Further solutions
You rethink career development, and you are convinced that we should test it? We are looking forward to your application.
04
Document creation
Our HR departments are responsible to provide a broad variety of documents for our employees. Many of them are based on standardized structures. However, as Deutsche Bahn consists of several different companies, details always need to be adapted to specific use cases. The adaptation of documents is time-consuming and tiring for the HR departments.
© Deutsche Bahn AG / Volker Emersleben
Automated contract creation
Contracts follow standardized criteria. However, we have numerous labor agreements in place that partly depend on each other. We search for a solution that reduces the time of contract creation for our HR departments by considering standardized structures, as well as specialties from different labor agreements.
© Deutsche Bahn AG / Dominic Dupont
Automated certificate creation
Once an employee leaves the company, he or she receives a leaving certificate. The leaving certificate includes an evaluation that follows a standardized evaluation system. We are looking for a solution to support our HR departments by reducing the time to create certificates and that makes the creation of a certificate easy and intuitive.
© Deutsche Bahn AG / Volker Emersleben
Further solutions
You really know how to juggle documents and you have creative ideas on how to improve the handling of documents? Let us know about it.
Timeline
Application deadline
Last day to apply for the program (eod).
Announcement of candidates
Invitation of selected teams.
Selection day
Pitch your solution live on stage to a expert jury and audience in Berlin.
Start of program
Start of the 100-day Proof-of-Concept (PoC) to develop and test a prototype in cooperation with DB.
End of program
End of 100-day Proof-of-Concept (PoC) and presentation of results is expected to take place in February 2025 (tbc).