GRI 404: 3-3 – Training and education: Management of material topics
Interzero attaches great importance to the personal development of its employees because this has proven itself to be the best way of retaining skilled and motivated employees over the long term. Company-internal training focuses on attracting and retaining well-qualified young people with apprenticeships, work/study degree programmes and trainee programmes. The ultimate aim is to take on every single one of these potential employees; the current figure is 40 percent because of restructuring measures (see GRI 401-1).
Since 2016, Interzero has been awarded the Fair Company accolade, among others for its decision not to substitute full-time positions with interns, volunteers or long-term temporary staff. As a signatory party to the Charter for Fair and Career-Relevant Trainee Programmes, Interzero has oriented its vocational training work on ultimately preparing trainees for an expert or management role. From the outset, trainees take responsibility for certain tasks and receive support from experience management staff. With the trainee programme put on hold due to COVID-19, an opportunity was taken to revise and rework this programme. The reintroduction of and certification for the trainee seal from Absolventa GmbH is planned for 2023.
To ensure it gives new employees the best start possible, Interzero piloted a ‘pre-boarding phase’ in 2022. This approach provides new colleagues with relevant information about the company and their position at Interzero even before their first day at work. From their first day at the company onwards, staff have access to their individual on-boarding plan as well as support provided by a mentor plus regular Welcome Days. The particular aim of our in-house training is to support and develop our employees and managers.
Interzero offers highly individualised professional development courses, coupling these with personal advice to bring out the skills and abilities of each and every individual. The curriculum is being steadily optimised and expanded, and includes technical training, seminars on methods expertise, plus workshops and coaching on social and personal skills. One of the key points of focus here is leadership training, which has a fundamental impact on the performance and motivation of our employees. For this reason, our ONE.leadership programme introduces management staff to a range of methods and tools with which they can guide, retain and develop their teams on a long-term basis. We also focus on the roles, rights and duties of leaders, as well as ensuring that they can network with one another.
Further qualifications, covering a range of topics, are also offered on Interzero’s main Learning World platform. This digital library offers a range of professional development courses – from agile project management to awareness training and time management. All management staff and employees in commercial positions are given a personal Learning World account and can book courses as required. The kinds of courses offered on the Learning World are provided individually, based on the needs identified in annual employee appraisals. Our integrated health management is another key cornerstone of our training and education strategy (see GRI 403). During the reporting period, employees and management staff were trained in related topics such as establishing new habits and the ergonomic workplace. Training options on the Learning World are expanded on a continuous basis.
Where possible, Interzero applies its HR strategy to fill new positions with its own employees who have been prepared for their new positions through training and professional development. An important role in this context is also played by succession planning and the support for career planning provided in the context of annual employee appraisals. To avoid succession planning issues, Interzero carries out annual strategic resource planning with the aid of a risk management system. Based on the identified risks, the succession risk for all key functions and senior managerial positions is analysed and quantified.
The process for deputising and succession planning has been digitised and integrated into the annual staff appraisals. Since 2021, the individual development plans for these staff members have also been recorded digitally, thus simplifying the documentation of the measures implemented.