Education and training
Article 964a ff. Code of Obligations
Concept and due diligence
Based on the company targets and strategies, we determine the necessary key competencies and knowledge areas and always work on improvements. With our HR work, we want to help people reach their full potential, and we invest in further training to be able to meet changing conditions faster and more flexibly. When it comes to recruitment, we work with schools and universities and take part in regional activities in personnel marketing, such as trade fair appearances and to help us find suitable candidates.
Measures including evaluation of effectiveness
Employees are prepared for new requirements with internal and external training. In addition to specialist further training, the measures also include seminars for strengthening methodical expertise, educational leave, advancement qualification, and courses on project management. Training rooms and exhibits at the production sites give employees the opportunity to familiarise themselves with the manufacturing processes as well as with the product application. For personnel recruitment of junior staff, we organise trade fair appearances and sponsoring, and we use social media.
Material risks and how they are handled (own scope of business and, where applicable, business relationships)
Given the constant need for staff, declining applicant numbers and a trend towards academic education paths pose a risk for Arbonia’s revenue targets. For this reason, our brand as an employer is set to play an increasingly important role in our efforts to combat the shortage of skilled workers. We are therefore stepping up our commitment to employer branding, looking for new recruitment channels, and focusing on increasing employee retention – particularly for junior staff.
Key performance indicators
On the one hand, the number of trainees is a key performance indicator. On the other hand, the average time spent on training per Arbonia employee is an important key figure.
Investments in further training
At Arbonia, we foster a culture of continuous learning and identify gaps in knowledge and skills through employee interviews, performance reviews, and feedback. We support employees’ professional development with internal and external further training and contribute to the majority of costs. In the reporting year, our education and training activities were continued in the context of individual HR development, while talent promotion initiatives were developed to strengthen internal development opportunities. In the reporting year, the average time spent on training per employee was three hours.
In addition to specialist further training and programmes for managers and junior staff, Arbonia offers courses on programs such as Excel, training in project management and coaching, language courses as well as sales and trade fair training. In the reporting year, a majority of managers at Prüm and Garant were trained in the procedure for return-to-work discussions. There were a total of four courses with around 15 participants at each location.
Training programmes as a matter of course
The cooperation with schools and universities plays an important role for us in demonstrating the attractiveness of Arbonia’s as an employer to potential applicants at the earliest possible stage. In particular the companies Garant and Prüm were represented at 8 to 10 school fairs each in the reporting year. Additionally, it was possible to carry out "taster" internships at the production companies. In the reporting year, this offer was increasingly publicised by initiatives in the area of social media recruiting. At the same time, we involve our trainees in our communication activities in order to harness their persuasive power and creativity when it comes to directly appealing to the younger generation in social media. At some sites, we offer dual study places in order to support university students in a practical environment. In the reporting year, this was offered by Kermi, for example; in 2025, Garant and Prüm will also have opportunities for dual study places. Over the past three years, RWD Schlatter has been part of the "industrial project" of the Eastern Switzerland University of Applied Sciences in which they accompanied students of the bachelor programme in business economics over several semesters.
