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More Henkel Corporate Reporting 2015
Henkel’s success is determined by the knowledge and skills of our employees, and a diverse workforce and ever-shifting demands require individual methods of learning. Continuous employee development and associated life-long learning are therefore highly important. Henkel encourages employees to develop their knowledge and skills according to their individual needs.
Our employees spend an average of 2.1 days a year attending instructor-led presence trainings, eLearning courses, onboarding processes and annual talent reviews, called Development Round Tables. We also place a focus on extended day-to-day learning in the workplace and on job rotations. Embedding new concepts of workplace learning increases the impact of learning at Henkel.
To implement these measures even more successfully, we have integrated formal learning to a greater extent in day-to-day work and made it available in digital form as needed. For this purpose, the contents of the Henkel Global Academy were combined in a central learning platform in 2015. The system now bundles all available training programs in a uniform format. General in-person training is complemented by more than 500 eLearning modules and around 500 videos and webinars. A wide range of subjects, such as management, process, and software training is offered. Business unit-specific seminars are also available there. The greater transparency and better presentation of these options facilitate individual selection and flexible use. The system also enables users to repeat partial sequences. The link with the Talent Management System reinforces our understanding of learning as an integral part of the job. The digital learning opportunities also reduce the need for travel and make printed materials unnecessary.
If we want to achieve our goal of tripling the value that we create compared to the environmental footprint of our products and technologies by 2030, we need everyone to contribute. That is why we strive to give our 49,450 employees worldwide a clear understanding of sustainability and enable them to convey the importance of sustainability to others.
For this purpose, we initiated one of our most important educational initiatives in 2012, the Henkel program for Sustainability Ambassadors, which aims to inspire employees to engage even more intensively with the topic of sustainability. Since then, Henkel has trained around 6,200 ambassadors in 74 countries. As part of their activities, the ambassadors work with elementary school children, to teach them about the responsible use of resources. We have now reached around 63,000 schoolchildren in 43 countries.
Added to the program in 2014 was the initiative “(Y)our move toward sustainability,” which encourages employees to put sustainability into practice in their day-to-day work, such as in regard to saving energy and eating healthily.
In 2015, another initiative was added to the program: In “Say yes! to the future,” Henkel sales representatives all over the world are being trained on all sustainability topics that apply to sales, going beyond the contents of the Sustainability Ambassador program. They then apply this knowledge in joint projects with our retail customers – in logistics, for example, or in promoting sustainable purchasing decisions. In addition to sales-relevant sustainability matters, the exchange of international best practice examples for retail collaborations is an important component of the training courses, in order to initiate new forms of cooperation.
A further initiative was added to the Sustainability Ambassador program in 2015: The new program, “Say yes! to the future,” specifically trains sales representatives in all business units to purposefully promote sustainability topics in dialog with retail clients. Here (from the left) Steffi Götzel, Eva Braem, Matthias Palm, Anja Jansen, Uta Steffen- Holderbaum and Andreas Scholten prepare for an appointment with clients.
A strong global team needs employees with international experience. To strengthen an understanding of other cultures and markets, job rotation has become an established employee development tool, called Triple Two. We provide opportunities for our best performing employees to work in another country for a defined period of time. This facilitates company-wide know-how transfer at Henkel – and enables our employees to further develop their personal and professional skills. In 2015, thanks to international job rotations, about 650 employees were assigned expatriate positions outside their home countries.