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.
The HR strategy is derived from our business strategy. It comprises safeguarding appropriate quantitative and qualitative staffing levels, the promotion of gender equality, as well as safeguarding and further development of instruments and processes within staff management, among other things.
In order to ensure it has appropriate staff levels, the Bank positions itself as an attractive employer for current and future employees. To recruit and develop university graduates, Rentenbank benefits from its tried and tested trainee programme. The programme consists of 'training on the job' in different departments at the Bank, cross-divisional seminars and tailored training sessions. In 2020, eight new trainees commenced their traineeships.
Rentenbank’s succession and retention management allows for talent to develop and be retained in an organised way. As part of this programme, high achievers and those with great potential can be prepared to move up to a management position or to take on other key roles using tailored development plans.
A general risk in relation to qualifications is that employees’ qualifications might not meet the standards of the regulator. The Bank is heightening awareness among its employees about the relevant provisions through regular compulsory training sessions, especially regarding money laundering, fraud prevention, data protection and information security. Participation is monitored. This ensures that we have a participation quota of 100%. Regular employee training sessions about current developments/methodology through to precautionary instruction are on-going. An appropriate level of skill is ensured by providing training sessions as the need arises and recruiting in a targeted way. The usual regular appraisals offer a platform for proper feedback from the line manager on the employee’s performance and the opportunity to discuss objectives and expectations of both parties. On this basis, measures to support achieving them are agreed upon. They can include acquiring new tasks or responsibility for projects. The success of these training sessions is assessed and monitored through questionnaires. Producing detailed statistics relating to training sessions is part of HR management.
The number of training days per employee is one of the aims contained in the business strategy (target: 1.5 days). In 2020, due to COVID-19 the average number of training days was slightly below this at 1.4 days per employee. Training constitutes one of the topics contained within the quarterly report produced by HR for the Management Board.