As an international technology group with around 13,000 employees, Körber favors a corporate culture defined by constructive collaboration. “We aim to embed our core values of trust and collaboration throughout all HR processes and in the everyday working experience of all employees across the Körber Group,” states Gabriele Fanta, Chief Human Resources Officer at Körber. “We worked on this in 2024 and we regard it as one of our most important tasks over the coming years.”

This goal plays a pivotal role in successfully positioning us as a leading employer worldwide. Körber is still relatively young as an employer brand – although long established, Körber only began unifying its various sector-specific subsidiaries under a single brand around five years ago. Since then, the Human Resources (HR) Area has constantly worked together with Group Communications on developing consistent global standards, processes, and positions worldwide which reflect what Körber represents within the organization and to the outside world. “During our constant further development as a fair, attractive employer, we prioritize four areas with specific measures and goals,” explains Lea Klauk, Head of Learning and Development at Körber. “In addition to work conditions, health and safety, they comprise a respectful culture of collaboration, and career management and further training.”

Highlights 2024

In 2024, Körber achieved substantial progress in all four areas. In addition to the inclusion agreement with the Group’s Disabled Persons’ Representative and the Group Works Council, highlights also include the advances in the ongoing global culture project.

“In 2024 alone, we trained 19 colleagues to become Culture Coaches as part of this initiative,” reports Klauk. “As local multipliers, they reinforce our corporate culture rooted in trust and collaboration, helping to develop it further.”

The success of the e-learning program ‘Respectful Workplace’ is another key advance in 2024. It shows that the company believes in the advantages of a multifaceted team with people from different backgrounds and with different perspectives. The initiative promotes a positive, appreciative working environment and proved to be highly successful with its almost 7,000 participants in 2024. 

Körber prioritized internationalization not only for further training offerings in 2024. “We have essentially accelerated the internationalization of our programs, HR processes, and standards, rolling out many of the initiatives previously introduced in Germany worldwide,” reports Gabriela Fanta. “This also includes expanding our pool of trainers and coaches so that we are in a position to offer training programs in different languages and regions. One example is management diagnosis. Last year, we consistently implemented our concept on a global scale and didn’t promote anyone into an executive or top management position without undertaking a management assessment first – regardless of whether candidates were recruited in-house or externally.” For Fanta, this internationalization is a key, integral part of Körber’s work on building a corporate culture based on trust, cooperation, and respect: “This is only a true reality if it applies to the entire Group and every employee worldwide can benefit from these values. With our global focus on an appreciative corporate culture and consistent standards worldwide, Körber is well placed to continue positioning itself as a fair and attractive employer worldwide in the future too.”