Employee training and development
Training opportunities and e-learning
Our aim is to invest in our people to help them grow. Professional development and training are therefore essential. We have increased the number of training courses available on our e-learning platform, MyHR, from 30 in 2021 to 107 in 2022. We offer training in soft skills such as Boost-Up, a new leadership training, focussing on self-awareness, and a talent development programme which is accessible to everyone. MyHR also includes training courses on hard or digital skills such as Excel and PowerPoint training. In 2022, more than 7,219 e-learning courses were completed.
Employee training and development will remain an important priority in the coming years. We have therefore decided to expand our HR team to include a dedicated Learning and Development specialist, whose core task will be to expand our online and offline training opportunities. We want to familiarise new employees with our training courses and with our organisation from the start. We have therefore created more onboarding training courses and assignments for EPG, EPS and LPR.
Leadership development and diversity and inclusion
At EPG, we recognise that the world is changing, and we believe that this requires a new leadership style to keep up with the evolving needs of our organisation, our employees, and our clients. In 2022, we started developing a new leadership programme to ensure that our current and future leadership team fosters a people-focussed approach in which coaching and empowerment are key drivers. During our first leadership development training in 2022, a total of 30 EPG colleagues participated. We are certain that our leadership programme will enhance our positive work culture even further.
EPG, LPR and EPS have an overall gender balance of 68% men and 32% women. This number is quite good for the logistics and manufacturing sectors. However, equal participation of women and men does not hold true when looking at leadership positions. Also, part-time work is typically performed by women in our company. In 2022, we formed a diversity and inclusion working group, comprised of people from different departments and nationalities. Our aim is to examine our current practices and explore practical ways in which we can foster greater diversity and inclusion. As a result, we expect to develop a diversity and inclusion policy for EPG.
Employee satisfaction survey – employee well-being
In 2022, we conducted an employee satisfaction survey across all LPR countries with the assistance of an external provider. This is the third survey of this kind and the first since 2019 due to COVID-19 disruptions. This survey consists of 11 categories that assess various aspects of the company, and we aim to conduct it biannually to enable sufficient time to analyse feedback and implement relevant actions. We were proud to achieve a high participation rate of 91% among our employees, indicating a willingness to share their opinions and make the company better. Notably, the sustainable engagement category scored 79%, which indicates a favourable connection to our organisational goals and objectives. We also received positive scores for categories like well-being, health and safety, and my work, with results ranging from 75% to 92%. This means that many of our colleague’s experience working at LPR as good, would recommend working for LPR and have a sense of personal accomplishment. The plus side of outsourcing the survey is that we have obtained benchmark data to compare our results with our operating sectors. While our absolute results are quite good, with most a deep dive into the benchmark comparison shows that we tend to score lower in certain categories compared to the sectoral norms. This highlights that there is always room for improvement. Nevertheless, the survey showed that our efforts are being well-received by our colleagues.