With employees, Haniel attaches great importance to entrepreneurial thinking and action. But what abilities are actually involved? Answers to these questions are given by the seven Haniel competencies areas. They apply throughout the whole of the Group as evaluation criteria and a sign post.
Tracking down potential
Using the Haniel competency areas, every employee can clearly establish which requirements he/she is expected to meet. And he/she can determine the extent to which he/she is satisfying expectations. In this way, the competency model supports self-assessment. On the other hand, for those responsible in the Group it is a useful guide for evaluating the quality of applications and feedback interviews. Therefore, potential can be more easily recognised and supported.
Career guide
With their line manager, employees who wish to qualify for more responsible roles define the competencies that need to be developed. They agree a concrete action plan. One required action could be to attend a seminar at the Haniel Academy. Their programme is also guided by the eight Haniel competency areas. In this way, the model can be used in planning your career and succession. It is a central tool for Group-wide HR work.
