Staff development and training are essential elements of our HR strategy, with personal development interviews forming an integral part of the staff appraisals. Besides reviewing existing professional skills, strengths and weaknesses, development measures are discussed and documented during this process. The employees‘ own development goals are incorporated into the subsequent HR business meetings, which also cover strategic HR and succession planning, development and training plans, as well as remuneration.
Under the company’s strategic human resources and succession planning activities, building on leadership skills is a priority, with junior managers regularly nominated for inclusion in leadership development programmes. Six employees took part in these courses in both 2021 and 2022.
In conjunction with selected institutes and professional trainers, we offer our employees a wide range of one-off training events and courses, certifications, and staff and management development programmes. We see the training and individual development opportunities that we offer all of our employees as one of the key factors behind their overall satisfaction and decision to stay at RAG over the longer term. In light of this, the amount of time and money earmarked for staff development measures has increased in recent years in spite of the Covid-19 pandemic.
The RAGkademie has been a cornerstone of RAG‘s staff development activities for many years. While specific training and development courses are organised directly in the specialist departments, the overarching RAGkademie provides a suitable framework for all of the HR Department’s centrally organised internal and external training schemes.
Internal training led by experts from RAG helps promote cooperation while also improving both interdepartmental knowledge transfer and ensuring company-related experience is shared with new employees. External training courses are also offered in various areas that are specific to the company’s operations to ensure that it is fit for the future. Technical, communication and leadership-specific training is offered as part of the RAGkademie. In 2021 and 2022, activities centred on the change process triggered by the switch to Microsoft 365 in September 2021. The significant impact this has had in terms of work processes, as well as the emergence of new communication and cooperation possibilities are bringing about a fundamental shift in RAG’s culture. The Covid-19 pandemic has further increased the demands for digital working solutions and hybrid leadership and collaboration systems. In response, we have devoted a lot of time, financial resources and attention to this issue. The wide range of training opportunities were available to all RAG employees during the reporting period, and with an average participation rate of over 70 % they were very well received.
