Trust and collaboration – a global experience

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.”

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. 

Working conditions

"Working conditions which suit our employees"

In order to meet employees’ different needs while taking into account work requirements and customer preferences, Körber prioritizes flexibility and mobility when it comes to working conditions. “We offer the option of using digital formats for virtual teamwork for activities suited to this approach,” explains Gabriele Fanta. “In this way, we promote working conditions which suit our employees while boosting environmentally friendly work models at the same time.”

Körber also enhanced support for teams working together at various global locations by providing training and appropriate infrastructure. “We wish to maintain this approach again this year,” states Fanta. “To do so, we’re planning to continue suitable training programs for managers and employees on remote working and hybrid work models.”

Health and safety

Important steps to promote work safety

The health and safety of all employees are a top priority at Körber. In 2024, Körber took important steps towards improving work safety measures: A new, group-wide contact person for health and safety was appointed in the House of Sustainability, for example.

“To achieve this, we have introduced a wide range of initiatives. In 2024, we conducted a work health and safety risk analysis at more than 90 percent of our production locations alone while a quarter of our production locations already have a work safety management system certified to ISO 45001.” 

“We’re setting benchmarks for health and work safety with such measures,” states Varga. “Our objective is to use an integral approach in this regard to monitor relevant performance indicators, exchange ideas on best practices, and promote preventative solutions at all locations. With these improvements, we are promoting a cultural change in work safety. We are committed to ensuring that everyone, from employees to managers, actively engages with these principles together. We’ll thus create an environment where employees feel safe and appreciated.”

Respectful collaboration

For fair opportunities

Körber provides all colleagues with a professional environment where they feel at home and fosters a respectful culture of cooperation. The Human Resources Area takes a decisive role in this respect and takes these basic principles into account for recruiting, promotion, and further training.

Alongside the new Culture Coaches, the e-learning program ‘Respectful Workplace’ also ensured positive development in this respect in 2024. “It's truly about questioning our biases and placing the concept of fairness at the forefront,” explains Roland König, Program Manager Körber New Building at Körber. “We as a company and as individual employees wish to accept everyone exactly as they are. The program’s impact is already very noticeable in a shift in perception and the culture of discussion.”

Opportunities and further training

Opportunities at every career stage

The extensive investments in employee personal and professional development have long existed at Körber. The company includes its employees in the numerous training opportunities offered throughout their entire careers and at every stage of their professional development. The scope of subject matter ranges from data security and sustainability through to manager development.

To provide employees with a better overview of career paths, opportunities and required expertise, Körber has created Global Potential and Succession Management (GPS), its talent management process, which it is developing further on a continuous basis. The aim is to ensure that all employees in key and management positions take part in a yearly GPS cycle. “This is an important integral part of the human resources strategy and a key indicator,” explains Lea Klauk. “In 2024, we achieved a high participation rate of 99 percent. This highlights the process’s significance and acceptance among colleagues. We’ll also continue to work on optimizing the training and information materials in the future to ensure that participation remains high.” 

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.”