Employee development

New technologies and constant changes in the world of work mean that we constantly have to analyse our individual skills. This is compounded by the increasing shortage of skilled labour and demographic trends, which pose challenges to society as a whole. By investing in the employability of our employees, we live up to our responsibility towards them and society. This is why employee development is a top priority at Helsana.

HR development happens at every function level

We promote the personal and professional development of our employees by offering a wide range of training and development programmes in three national languages:

• On “Welcome Day” and in the “Fit for Helsana” basic training session, new employees are familiarised with our culture, our business and key aspects of the healthcare system. We completely overhauled this training measure in 2023 to enable more flexible and individualised learning. Managers now also receive targeted induction training on Helsana’s leadership philosophy. This allows us to support managers in their role and contribute to high leadership quality at Helsana.
• We offer a wide range of internal training courses via our learning platform. From specialist and management topics to opportunities for reflection, language courses and services to promote employees’ own health. Helsana also offers specific HR development programmes such as placements and now also mentoring.
• Helsana also contributes to external training and development programmes both in a monetary sense and by allowing employees to take the necessary time off. We updated the corresponding regulations and processes in 2023 to make access easier and more transparent for all employees.
• Our company-wide knowledge platform “Globo”, which was introduced in 2022, offers all employees quick access to knowledge that is relevant to their work and allows for the straightforward exchange of expertise.
• As part of the human capital management process, managers address changes in the world of work and in the workforce at regular intervals. This includes drafting succession plans for selected positions. To ensure a company-wide perspective, this process has been implemented in a uniform, structured manner in all business divisions since 2022

In 2023, our employees invested an average of 20 hours per person in their training and development. Going forward, we are looking to attract more employees and managers with long-standing experience to our broad-based training programme, promoting lifelong learning and the exchange of experience with new hires. We will also continue to develop the human capital management process and increasingly move in-house training to the digital arena to promote learning from any place at any time.

Individual development is a key element of our annual employee appraisal programme “Incontro”. Employees and managers come together to set targets for the year, come up with suitable development measures and assess performance over the past year. This process – including an assessment of the previous year – was completed by 91% of employees in 2023.