Hannover Re operates in a knowledge-intensive industry with a high degree of specialisation. Through continuous and appropriate (further) training of staff we safeguard the high quality standard of our services. At the same time, our further training programme offers employees the opportunity to continue growing not only professionally but also personally. Furthermore, well-trained and motivated employees ensure that our company is perceived in a positive light.
As a route to obtaining a professional qualification, we offer up to six places each year to study for a Bachelor of Arts in business management with an insurance concentration as part of an integrated degree programme. Attendance at a summer school organised by the University of Edinburgh forms part of the training programme, thereby already reflecting our company's international approach even during this early phase.
We assist all new members of staff with their career start through special basic seminars tailored to specific groups of employees. These convey a certain level of reinsurance know-how and help the employees to navigate their new scope of duties.
When it comes to expanding and establishing our personnel development activities, we attach special importance to a range of measures tailored to specific needs and target groups. In 2018, for example, we focused in particular on supporting our employees and managers in dealing with the implications of markedly changing work environments. In this context the effects of new forms of working or automated/digitalised workflows play a particularly important role. On this basis, for example, we launched a new workshop called "Fit for Changes". Open to both staff and managers alike, it serves a preparatory purpose inasmuch as change processes are simulated in order to prevent the stressful situations that can arise. This workshop is thus consciously designed to serve as a bridge between the topics of change and health.
We also support our managers by holding "practical training days" on which the challenges of a manager's daily routine are explored by small groups operating in a safe space with the help of a trainer and issues can be worked through with the aid of coaching and conflict resolution techniques. We continued to cover subjects such as "Health-Management Task and Individual Responsibility" and "Gender-specific Communication"; the latter event also supports our mentoring programme for women on the management level. At the same time our managers are offered special expert seminars, including for example updated and redesigned workshops on matters of employment law.
An employee's individual programme of development measures is normally drawn up jointly with their supervisor as part of the annual performance review. Relevant external seminars identified in this context are complemented by the in-house programme of further training, which is open to all employees and encompasses in particular topics in the fields of reinsurance and information technology, social and methodological skills as well as language courses. These opportunities were again well received in 2018. On average, each employee of our company participated - both internally and externally - in 2.7 days of further training. The number of training days per employee at the Hannover location was 4.4.
|Average number of training days worldwide and at the Hannover location|