GRI 404-1, GRI 404-2
The Company can only reach its corporate goals if the staff are highly qualified and continuously kept in the loop about ongoing and current developments. Employees are therefore offered individually tailored education and training opportunities and relevant the chance to achieve additional qualifications. Systematic succession planning guarantees that a sufficient number of potentially suitable employees are available for all management positions and that we can fill vacancies from within the company if and when the time arises. To that end, we identify and develop talent, through programmes such as “Young Professionals” designed and offered in cooperation with Elia Group. 50Hertz obtains qualified new talent through our internal apprenticeship programme, a 24-month trainee programme and by hosting internships and supervising doctoral, bachelor’s, and master’s theses in cooperation with universities and colleges. In 2018, a total of 73 student employees and 6 trainees worked for 50Hertz. Currently, 28 young men and women are underway with their industrial orbusiness apprenticeships, which corresponds to a trainee rate of 2.4%. On average, each employee received 16.29 hours of training in the reporting year, excluding regular safety training. What’s more, management staff are also offered 50Hertz-specific training modules for developing individual leadership skills.
50Hertz decided against a complex certification by an expensive service provider. We rather promote four non-commercial distinctions: Kununu, Fair Company and Trendence. For all of them the feedback of 50Hertz employees, trainees, apprentices and interns is decisive.