visor holds personal talks with each employee at least
once a year, which forms the basis for the respective target
agreement.
If a work contract specifies that the target agreements
impact the compensation of the employee in question,
the supervisor carries out a performance dialog in addition
to the objective-setting dialog. All of the dialog elements
together constitute the ALTANA compass dialog.
Women in Leadership Positions
Diversity in leadership positions is an important goal of our
Keep Changing Agenda. At the end of 2018, 30.2 percent
percent of our employees in Germany and 22.3 percent of
our managers there were women. ALTANA’s medium- to
long-term goal is to increase the share of women in leadership
positions to the percentage of women in the company’s
total workforce.
The initiative LEADING WOMEN @ ALTANA is providing
important impetus. It includes a mentoring program for
women that prepares women who have potential for a possible
leadership role and accompanies women who have
taken on a leadership role for the first time. The mentoring
program makes an important contribution toward increas-
ing the share of women in leadership positions.
To this end, teams consisting of a mentee and a mentor
meet regularly over a period of twelve months. The mentor
shares his or her knowledge and experience with the mentee.
On account of the success, ALTANA continued the mentor-
ing project in 2018 with 19 new tandems across its sites in
Germany and is examining whether to roll out the project
Europe-wide.
Recruitment
Our recruitment activities received two awards in 2018.
ALTANA
received top results regarding online recruiting channels
from BEST RECRUITERS and the Potentialpark study.
BEST RECRUITERS gave us the Gold award in its ranking of
the chemical industry. In the overall ranking, which evaluates
the online recruiting qualities of companies in all sectors,
ALTANA finished in third place. The top 400 employees in
Austria, Germany, and Switzerland were examined.
In the 2018 Potentialpark study ranking, we also finished
in a top position (16th place again) and were awarded
as one of the “top 30 in Germany.”
For the recruitment of young talent, the ALTANA Group
has relied for years on cooperation with institutes of
higher education. The focus of ALTANA’s activities has been
extended from “chemistry” to IT courses of study. It promotes,
for example, projects and final theses at Rhine-Waal
and Niederrhein universities.
For the ninth time ALTANA supported students majoring
in chemistry, chemical and coatings engineering, business
informatics, human resource management, and mechanical
engineering with a Deutschlandstipendium scholarship.
The
27 recipients not only received financial support, but could
also personally experience ALTANA within the framework
of various events, enable themselves to be considered for
internships and degree theses, take advantage of mentoring
offers or take part in specialist seminars.
Since mid-2018 ALTANA has participated
in a program
called “Make Something Out of Your Studies” launched
by Niederrhein University. Students majoring
in coatings technology
or instrumental analytics who are accepted into
ALTANA’s program are given a realistic
picture of jobs they
can pursue after they finish their studies. We started with
eight students.
94 Human Resources