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Corporate Reporting 2015

Henkel Corporate Reporting 2015

More Henkel Corporate Reporting 2015

Sustainability Report 2015

Henkel Sustainability Report 2015

Facts and Figures 2015

Henkel Facts and Figures 2015

Corporate Report 2015

Henkel Corporate Report 2015

Henkel app

Henkel app
Sustainability Report 2015

Assessment and feedback

We attach great importance to the development of employees, which at Henkel is mainly the responsibility of their supervisors. We expect excellent performance from our employees that is in line with our vision and values. Regular and open feedback regarding performance and potential serves as a foundation for identifying development chances for our employees. As a result, concrete development measures can be defined to suit the individual needs of the employee. It also makes it possible for all managers to obtain a more precise idea of their own contributions to our corporate success.

Management employees

We assess our managerial employees in annual “talent reviews” – called Development Round Tables. The globally uniform assessment system differentiates between the performance of managers during the past year, as well as their potential. Supervisors jointly discuss the performance and potential of all the staff members in a particular business area. Our managers are given an opportunity to submit a self-assessment, including examples and comments, to their supervisors beforehand. The reviews are based on uniform principles and clearly defined management competencies. They assess, for example, managerial skills such as personal commitment, problem-solving abilities, and the ability to work in a team. Furthermore, connections are made between the leadership skills and the professional expertise of the employee.

All managers receive comprehensive feedback from their supervisors on their performance, their potential and areas where further development is needed in personal feedback conversations, called development dialogs. They jointly determine next steps in the form of a personalized development plan and initiate targeted support measures.

The results are communicated to the employees in one-on-one feedback meetings – called Development Dialogs. The supervisor and employee jointly determine next steps in the form of a personalized development plan and initiate targeted support measures. These dialogs not only simplify the personal and professional development process, but also enable targeted, long-term career planning.

To support our supervisors in the area of talent management, we have developed extensive eLearning tools consisting of several modules to ensure standardization of our processes and transparency in their execution. This allows us to identify talents with strong development potential and to actively manage their careers within Henkel.

In 2015, Henkel expanded its Talent Management System for all employees within the management levels and for non-managerial employees with high potential. Even more support is being given to lifelong learning and an active feedback culture. Employees are more closely involved in the development planning: The opportunity to proactively state one’s career expectations gives an added dimension to discussions with supervisors. Furthermore, direct access to one’s personal learning history and appropriate training options is made available through close linking to the optimized digital learning platform.

In 2015, we promoted around 1,300 employees within and into the management level.

Non-managerial employees

For the assessment of our non-managerial employees, we operate with locally customized evaluation and development systems. The superiors assess their employees in confidential feedback conversations on the basis of their prior achievements. This enables employees to recognize what is expected of them, what their strengths and weaknesses are, and where they can improve. Subsequent to these feedback sessions, specific targets and measures are agreed upon. These can include on-the-job trainings, seminars or job enlargement as well as preparation for future tasks and supervisor functions. The individual measures are put in writing and are reviewed and monitored in suitable time intervals.

Moreover, the informal feedback plays an important part in professional life. This is the only way to ensure that our employees show their best performance on a daily basis, giving them the opportunity to thrive.