16. Qualifications

The company discloses what goals it has set and what measures it has taken to promote the employability of all employees, i.e. the ability of all employees to participate in the working and professional world, and in view of adapting to demographic change, and where risks are seen.

Deutsche Hypo’s success is based on committed, well-qualified and experienced staff. Due to demographic change, the Bank is keen to tie its staff to the Bank for the long term and recruit further competent and capable staff where necessary. In addition to training courses, seminars and numerous development measures in day-to-day operations, part-time study plays a key role in personnel development in Deutsche Hypo. It is for this reason that Deutsche Hypo supports employees who study specialist or bank-related subjects part time. In 2014, Deutsche Hypo launched the orientation centre as part of its efforts to nurture and develop potential. Those who attend the orientation centre have the opportunity, under certain conditions, to be taken on in the Bank’s “Individual Development Support” programme, in which their development will be assisted for three years by individual support and advice given by the Personnel Department. The previously started management development series was also successfully completed. A total of five modules with different focal points took place in the year under review.