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Corporate Reporting 2015

Henkel Corporate Reporting 2015

More Henkel Corporate Reporting 2015

Sustainability Report 2015

Henkel Sustainability Report 2015

Facts and Figures 2015

Henkel Facts and Figures 2015

Corporate Report 2015

Henkel Corporate Report 2015

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Annual Report 2015

Inspire

Developing strong leadership

Focus on strong leadership: Around 1,700 Henkel employees participated in classroom and webinar leadership training throughout the year. As of 2015, a total of 140 senior leaders had completed the Leadership Forum – a program specifically developed with the Harvard Business School in Boston, Massachusetts, USA. From the left: Henkel Vice Presidents Nicolas Krauss, Alfredo Morales and Marie-Laure Marduel engage in a discussion during a lecture break.

Henkel managers gain interesting insights into a variety of leadership topics.

Thomas Förster (left) and Simon Ellis discuss the topics presented by colleagues and professors.

Animated discussions both inside and outside the lecture hall. From the left: Marie-Laure Marduel, Nicolas Krauss and Alfredo Morales.

In 2015, we continued to strengthen our leadership capabilities, focused on the development of our talents, reinforced our performance culture and promoted the diversity of our global workforce.

Diverse and increasingly virtual teams that operate in a complex and fast-paced business environment need strong leadership in order to perform successfully. With this in mind, we developed the Leadership Forum in cooperation with the Harvard Business School in the USA. This unique forum is based on the concept of “leaders teaching leaders” and it provided an intense learning platform for our senior leaders in 2015. Here, we further developed our leadership team with a shared understanding of our Leadership Principles. These principles provide a clear framework and guidance for successfully managing teams worldwide. As of 2015, a total of 140 senior leaders had completed the program.

Focus on leadership

Strengthening our pipeline of strong leaders, particularly in emerging markets, is essential to reaching our ambitious growth targets. Our EXCEED program offers talents with strong development potential opportunities for interaction with top management and peers and gives them the opportunity to build diverse networks as future leaders. Since its successful launch in the previous year, around 200 employees have participated in the program.

Managing talent development and performance culture

Henkel is regularly recognized as an attractive employer around the world. In 2015, for example, we were included in Argentina’s “Best Employers” ranking for the third consecutive year. Opportunities for individual development of our employees play a key role in attracting the best talents.

Our Henkel Global Academy combines all training offerings, providing employees with a concise outline of learning opportunities. This gives them a transparent overview of which training offerings best fit their individual development needs and also establishes a stronger link between talent management and learning.

Our annual Development Round Table has also been an integral part of talent development and performance management at Henkel since 2008. This globally standardized procedure enables us to evaluate the performance and development potential of our managers worldwide in one integrated process. As a result, we can identify managers with strong development potential and actively manage their careers within Henkel. In 2015, we promoted around 1,300 employees.

Diversity as a competitive advantage

Our company culture and diverse workforce provide us with a competitive edge in a highly dynamic business environment. In 2015, our global internal diversity and inclusion campaign created awareness of how we support employees in all dimensions of diversity. We also systematically support female career development. The share of female managers was around 33 percent of our global leadership team by the end of 2015.