Learning as part of progress
Around the world, we are experiencing fundamental and disruptive changes every day - megatrends such as technological, demographic and climate change are all having a profound impact on us. These and other megatrends are also having an increasingly rapid impact on the work context, so that the knowledge, skills and abilities we will need in the future are fundamentally different from those we have today.
Learning as an integral part of our organization (learning ecosystem) is designed to help us meet the needs and demands of our customers as well as our growth and development objectives. In doing so, we focus on the learner and adapt our program and training portfolio to current learning needs, which we achieve through close integration between central HR development and the local academies. In this way, we also ensure a seamless offering for all employees nationally and internationally.
GoalsHow we prepare our employees for the challenges of tomorrow
Impart knowledge and skills on Tech & Data
Through targeted learning initiatives in perspective areas such as New Technology and Data, we aim to equip people in our organization to meet future challenges in the supply chain environment.
Implementation of leadership development programs
Leadership is a multifaceted topic and is of enormous relevance, especially in times of digital transformation and change. Therefore, it is important for us to accompany and support our leaders on their way.
Establishing a modern learning culture
Learning takes place in a self-motivated and self-organized way. In addition, against the backdrop of standardization, it is becoming indispensable to share knowledge within the organization. Through programs, platforms and the technical infrastructure, we thus make a sustainable contribution to a modern learning culture.
Promoting and developing our talents
In order to close essential personnel vacancies as quickly as possible, it is important for us to create visibility of suitable candidates within our own organization. In combination with development and retention measures, we work toward effective succession planning.
Measures and examples
Our ambition is to be the most client-oriented international supply chain management company with the strongest focus on people and technology. This is a complex undertaking that requires the efforts of everyone across Arvato Supply Chain Solutions. To realize our vision, we not only need to adopt new digital technologies. We also need to transform our culture, behaviors and our business. Therefore, the Digital Champions Program is an integral part of our Digital Transformation Journey.
A program for leaders who are leading managers. Participants will gain insights on modern leadership and management issues via an interactive learning process and various case studies, all in a protected environment.
At our Arvato SCS Learning Campus, we bundle our international activities around the topics of learning, development and talent management. Through this portal, we want to transport a modern learning culture into the organization by providing information and interactive exchange formats.
RISE is our flagship talent program as the core component of the talent pool, focusing on deepening the business knowledge and expertise of our delegates. Cohorts progress through a multi-module professional development journey over a period of 15 months, with both face-to-face events and digital offerings and direct engagement between our talents, the Executive Board and Central Talent Management team.