“S cceflssuu Taelnt Maaeegmnnt
Focuses on Employees, Not on
Processes”
Anne Gradl, Head of Leadership & Talent Management ALTANA
Recognize and Accept Challenges
Qualified employees are the bedrock of
ALTANA’s continuous growth. But demographic
change and the looming lack of
qualified staff will pose special challenges
in the future. Against this backdrop,
ALTANA’s Management Board has set itself
an ambitious goal: By 2020, 70 percent
of all vacant management positions are to
be occupied internally. In addition, by
2025 the management teams should reflect
ALTANA’s internationalism as well
as the share of women in the total workforce.
Since January 2016, Anne Gradl
has headed the new Leadership & Talent
Management department created for
this purpose.
To prepare for her new task in advance,
Anne Gradl sought exchange with the
ALTANA Executive Management Team as
well as colleagues around the world.
This personal exchange and ALTANA’s existing
human resource development instruments
spawned a trendsetting, systematic
talent management concept that
was presented to the global management
teams in 2016. Local conditions and
challenges were also discussed and incorporated.
“Our concept focuses on our
employees whose development should be
optimally and expediently based on
their own abilities and interests,” explains
Anne Gradl. The program is a top priority
for the company’s management. It is to
be implemented successively until 2018.
Anne Gradl has benefitted from ALTANA’s
existing human resource development
program. Early on, her superiors recognized
32 Sustainability Incorporated