Corporate Social Responsability (CSR)
Corporate Social Responsability (CSR)
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  • Principles and Strategy
    • Principles
    • Business model
    • Shareholder structure
    • Values, principles, standards and code of conduct
    • Materiality and Ambitions
    • Grid
  • Employees
    • Management approach
    • Workability
    • Codetermination
    • Training and education
    • Remuneration policies
    • Equal opportunities
  • Occupational health and safety
    • Management approach
    • Occupational safety
  • Society
    • Management approach
    • Citizen Dialogue
    • Stakeholder Dialogue
    • Cooperations
    • Social Involvement
  • Environmental
    • Management approach
    • Nature Protection and Biodiversity
    • Energy consumption
    • Emissions
  • Economy
    • Finance
    • Local added value
    • Human rights
  • GRI
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Sustainability 2018/Sustainability/Employees/Training and education

Training and education

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.

A little more about our rules of employment

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.

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