GRI 404-1, GRI 404-2
To realise our vision, make our “100 by 2032” initiative a success and to master the challenges of tomorrow, we need motivated employees, since they are a key success factor in times of constant change. That is why employees are offered individually tailored training and opportunities to undertake relevant qualifications. Systematic succession planning ensures that sufficient numbers of suitable employees are available to fill all management positions and that vacancies can be filled by internal applicants wherever possible. To this end, talent is identified and promoted through programmes that are developed and offered across the whole of Elia Group (such as for young professionals, for example). 50Hertz attracts qualified young talent via its own in-house training programmes; a 24-month trainee programme; internships; and through the hiring of students who are completing diplomas, bachelors or Master’s degrees (in cooperation with local universities). In 2021, a total of 108 student employees and 10 trainees were employed at 50Hertz. In the reporting year, 29 young people are completing industrial or commercial training programmes at the organisation, which translates into 2.1% of staff. The average number of hours dedicated to training and further education (excluding training related to safety) was 12.56 hours per employee in the reporting year. In addition, managers can take part in training modules which are specific to 50Hertz to develop their own management skills.
An additional Elia Group talent programme was launched in the third quarter of 2020 to complement the existing internal talent programmes. Given the ever-changing energy landscape and the needs of the digital transformation, the project team will develop an integrated and extensive joint framework for long-term talent and skills management across Elia Group.