Training opportunities and e-learning
In 2021, we completed the integration of e-learning into the HR system, MyHR. This integration further enhances learning opportunities for our employees. It allows us to tailor e-learning courses to specific function groups and to monitor the completion of the courses. We have been developing a training matrix that gives a clear overview of the qualifications of each function group and the mandatory courses to be followed, for example modules on our core values.
Last year, the activation of the e-learning platform was top of mind. We actively brought the platform to the attention of our employees, and this shows in the results: more than 5,400 e-learning modules were completed. In addition, the e-learning curriculum was expanded with new content, for example on internet security, remote working and management at a distance. In 2022, we will continue to add new and attractive content; activation remains key, also to increase the traffic on the e-learning platform.
In addition to e-learning, EPG also offers tailor-made training opportunities. There are training budgets available that are deployed based on the needs in the organisation. Also, internal knowledge transfer contributes to learning. Staff members regularly organise training programmes around their area of expertise for their colleagues, either online or in person.
In 2021, all managers at EPG received performance management training. In this training course they were provided with tools and skills to better guide the personal development of our employees in performance reviews and career planning. In 2022, the focus will be on our recruitment process to ensure the talent that we attract aligns well with our core values. All managers will receive training on recruitment skills, to support them in hiring new colleagues who fit our ambition.
An emerging topic at EPG is the gender balance in leadership positions. Across the organisation, women are well-represented in the total workforce. However, we see that women are underrepresented in leadership positions. To address this, we started a working group on diversity and inclusion. This working group looks into what is needed to enhance career opportunities for women and to create more awareness of female leadership across the organisation.