Winning talent

Winning talent

Linde is competing globally for skilled employees. We want to win the best talent for our Group and to build long-term loyalty amongst our employees. We therefore cooperate with universities and research institutions around the world in order to attract the interest of newly qualified graduates. We also provide training opportunities in various technical and commercial areas. In Germany alone, we offer training in 21 different professions. In 2015, half of one year’s cohort of apprentices and trainees in Germany were taken on as permanent employees at the end of their vocational training and a further 47 percent were offered a fixed-term contract. The number of apprentices and trainees as a proportion of the total number of employees in the Group was 0.9 percent in 2015, of which 53 percent were in non-German companies. From 2016, we are planning to increase the total number of places for new apprentices and trainees in Germany to 100. In 2015, 82 people began apprenticeships and traineeships at Linde in Germany. For autumn 2016, we have scheduled to start the new cohort of our European Graduate Programme. This programme offers talented young people practical insights into various areas of our Group within Germany and outside Germany and prepares them for future management roles.

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Employee training

 

 

 

 

 

 

 

 

 

 

 

2015

 

2014

 

2013

 

2012

 

 

As a result of the application of the revised accounting standards, the sites in the scope of our reporting changed in the 2013 financial year. Accordingly, the key financial, environmental and employee KPIs for 2012 were adjusted retrospectively. In addition, the KPIs for employees, occupational health and safety and environmental protection for the year 2012 were retrospectively adjusted to account for the effects of the acquisition of the US homecare company Lincare.

Employees who attended training opportunities (in %)

 

56.9

 

66.2

 

60.3

 

61.0

Average training days per employee

 

2.9

 

3.1

 

3.0

 

2.6

Average expenditure on training programmes per employee (in €)

 

384

 

350

 

341

 

386

Apprentices and trainees in total workforce (in %)

 

0.9

 

0.9

 

0.9

 

0.9

Apprentices and trainees in Germany (in %)

 

3.0

 

3.2

 

3.1

 

3.2

In 2015, we stepped up our activities aimed at winning and retaining talented employees. Measures relating to our corporate culture which will enhance our attractiveness as an employer are one of the areas on which we are focusing. Here we rely on transparency. Under a pilot scheme in North America, we established a presence in 2015 on a social media platform where applicants and employees can rate companies.

Professional development

We promote the individual development of our employees. In 2015, we invested around EUR 14 m in the professional development of our staff. Linde University provides professional development programmes covering such subject areas as personnel management, intercultural communications and diversity. During the year, for example, around 500 managers in the Regional Business Unit (RBU) South Asia & ASEAN took part in training on handling change processes within the Group. Besides, more than 80 employees and managers in North America completed training on intercultural communication.

As part of the Group-wide Six Sigma programme, we provide employees with training on successfully identifying opportunities for improvement in all areas of the Group, from production to administration. Projects during the year focused on more efficient processes and the quality of products and services. In 2015, Lean Six Sigma training was provided to more than 1,100 employees. Over 800 optimisation projects were completed, leading to total cost savings of more than EUR 40 m.

Materiality: Talent management

Key indicators

  • Number of employees
  • Training days per employee
  • Expenditure on training programmes
  • Women in management positions
  • Staff turnover rate

Targets

  • 14 % women in the first management tier below the Executive Board by 2017, 18 % by 2022
  • 17 % women in the second management tier below the Executive Board by 2017, 22 % by 2022

Business case

Social

  • Jobs with attractive working conditions
  • Opportunities for employees to obtain qualifications and for their professional development
  • Contribution towards a policy of gender equality

Financial

  • Productivity as a result of skilled and motivated employees
  • Increasing the attractiveness of Linde as an employer
  • Cost savings of EUR 40 m in 2015 from the implementation of optimisation projects by employees