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.
A cornerstone of the Next-Level Strategy is the promotion of qualified and motivated employees. We see this as the basis of our company's success, especially in light of an aggravating shortage of labor and skilled workers (risk). This also includes the conviction that the acquisition and retention of employees is crucial to the Dussmann Group's success in order to be able to maintain business operations at a high level of service and product quality. Further training and qualification are key here. Through precise qualification, we can better model the specific needs and requirements of our rendered services and simplify individual process steps through automation.
Within the scope of the "Dussmann Next Level" strategy, the company is also focused on the areas of personnel and leadership work: Within the HR organization, the processes and tools for recruiting, employment, compensation, continued education, and development are being professionalized and a joint leadership understanding developed that is oriented towards the corporate values and the company strategy.
The selection of suitable training measures, such as classroom trainings at our Dussmann Campus in Germany, is based on an annually updated seminar catalogue. The range of training offered is based on the necessity of training per job and specific requirements. In the future, employee development meetings are to be planned and implemented through a structured process following previously determined competencies for each particular position. Management will be obligated to participate in training on certain key topics.
The qualifications currently take place predominantly in the form of training courses and seminars on technical topics from the individual service divisions, as well as on soft skills across all divisions (e.g. leadership, communication, and project management).
328 trainees began their internship with the Dussmann Group in the reporting year 2019 – 50 of them as trainees in Germany (DSD).
In the future, we want to strengthen the transfer of knowledge through continued education, for example, through the use of blended learning (a mix of face-to-face training and e-learning).
As part of the implementation strategy described in Criteria 3, sustainability indicators are to be developed and defined from which objectives can be formulated and compliance monitored.