Learning and development is an important issue for us to survive in a dynamic market in the long term: Special attention is therefore paid to vocational and continued education.
Our learning and development portfolio includes a variety of learning formats, such as topic-specific training, webinars and workshops, tailored to our employees’ field of work and activity. Hermes also offers numerous selected e-learning courses, for example within the framework of the ‘AcademyMaker’.
Our trainee programme also offers university graduates attractive entry opportunities. Diversity is also what makes our range of training opportunities so special: We offer training in more than 10 professions and three different work/study courses. This helps us meet the shortage of skilled workers and secure well-trained junior staff.
Since 2012, our commitment has been rewarded annually with the award of ‘Hamburg's Best Training Companies’. In order to identify and promote talented young managers at an early stage, we also support development programmes such as ‘Fit 4 Future’ and ‘Boost your Career’, a programme specifically designed for female talent.
As part of the continuous development of our learning and development programme, we focus on measures that best meet existing and future needs and challenges. In this way, we have reduced the number of measures. At the same time, the number of employees participating in the measures has increased.
|Total number of employees:||718||867||1,520|
|Proportion of total number of employees in %:||15.1||17.3||27.4|
|Female (% share)||28.7||39.7||42.4|
|Male (% share)||71.3||60.3||57.6|
|Commercial (% share)||93.7||94.3||95.4|
|Operational (% share)||6.3||5.7||4.6|
|Managerial (% share)||23||31.7||13|
We use employee surveys that follow our training courses to evaluate our training measures on a standard and continuous basis.
The issue of work-life balance is important for our employees. This is why, Hermes is drawing on specific measures to promote compatibility of work and other important life issues for our employees. We are responding to employee needs with flexible working time models based on company agreements, supporting them in all phases of their lives. One example of this is our FlexOffice, which enables employees to work more flexibly and from home. They can opt for a model that allocates a number of hours spread over a year, for instance, or choose a ‘Flex’ contract, agreeing a loose scheme of hours to be worked.
On top of this, we offer special support to parents. We have been paying a childcare allowance since 2010 and have been supporting the compatibility of family and career through our WE CARE programme since 2013: Through our cooperation partner ElternService AWO, we offer qualified advice as well as fast and professional support in the organisation of care for children and relatives in need of care.
|HG (as of December 2015)||HG (as of December 2016)||HG (as of December 2017)||HES (as of December 2015)||HES (as of December 2016)||HES (as of December 2017)|
|Proportion of males in %||33.6||42.8||42.2||44.4||30.0||27.3|