Rheinmetall provides an integrated system of the latest HR development tools. Employees are actively involved in the process of value enhancement, their creativity and expertise are utilized, and each individual is deployed where they can make the best use of their talents. Measures for the development of technical, methodological and social skills are planned on an individual basis as a result of an objective analysis of the current situation.
Development of leadership and management
For the optimal support of manager and junior manager development, Rheinmetall offers its own range of training and development programs. Because groups are deliberately put together to include members from different business divisions, intensive, cross-corporation networks are established in every program. These networks accompany the participants throughout their further careers and are a source of development and advice even after the training.
Under the motto “leading my business”, the Executive Development Program supports experienced managers in expanding their own division in an entrepreneurial manner and organizing it to use resources efficiently. Discussing their own understanding of leadership with experts and successfully organizing management processes are important parts of the program. Due to increasing internationalization, this course is also implemented for executive managers with a multinational focus as the International Executive Development Program.
The modules of the Managers’ Leadership Program offer managers from middle management concrete and practicable support specifically for management issues. New solutions and practices aid the improvement of effectiveness and leadership skills.
The Young Manager Program systematically prepares young managers to take on their first managerial responsibilities. Over the course of a year, they take modules on leadership, communication, appearance and demeanor, methodological competence and entrepreneurial skills, which above all are intended to be practicable.
To deliver first-class performance as a leading technology group not only with the technology of our products but also in our cooperation with customers, Rheinmetall has launched the Sales Development Program specifically for the Sales department. For the highest level of professionalism in project business, the development of project managers is also supported by the Group's own program. The Project Managers’ Program combines methodological, technical and social skills. Rheinmetall project managers are certified on the basis of International Project Management Association (IPMA) standards.
It's all in the mix - to ensure the best possible success, Rheinmetall selects the optimum combination of learning styles for every training scheme in order to convey a wide range of learning content. Rheinmetall employees are making increasing use in modern modes of learning such as e-learning and virtual classrooms.
The Rheinmetall Academy offers further education to the whole Group in the form of training, seminars and workshops that are available to all technical and management employees. As well as external seminars and events, the Group’s own training and qualification measures are devised and carried out here. “Rheinmetall Academy events are an important platform for the sharing of knowledge, experience and opinion.
The services offered by the Rheinmetall Academy are structured by topic according to the areas of the Rheinmetall competence model, so that technical and management employees can optimally assign the topics to the development requirements:
•Personality and values
•Powers of reason and methodological skills
The Rheinmetall Academy’s program offers a direct supplement to the further training courses provided locally. Employees have access to both, allowing them to take advantage of all their opportunities for personal development.
To deliver first-class performance as a leading technology group not only with the technology of our products but also in our work with our customers, Rheinmetall has launched the Sales Development Program (SDP) specifically for the Sales department. The program consists of six modules, coordinated in terms of concepts and content. Starting with basic training, further modules coach crucial sales skills such as appearing at trade fairs, negotiating and presenting. An extension module for every experienced Sales employees is designed to enable them to share their expreience as well as negotiate with customers with complex hierachies.
The modules of the Manager's Leadership Program (MLP) offer managers from middle management concrete and practicable support specifically for management issues. New solutions and practices aid the improvement of effectiveness and leadership skills.
Under the motto "leading my business", the Executive Development Program" (EDP) puts experienced managers with top advisors in a position to expand their own division in an entrepreneurial manner and to organize it to use resources efficiently. Discussing their own understanding of leadership with experts and successfully organizing management processes are important parts of the program. Due to increasing internationalization, the course is also implemented for executive managers with a multinational focus as the International Executive Development Program.
The Young Manager Program (YMP) systematically prepares young managers to take on their first managerial responsibilities. Over the course of a year, they take modules on leadership, communication, appearance and demeanor, methodological competence and entrepreneurial skills, which above all are intended to be practicable.
We offer management trainee programs in certain areas where we forecast increased demand for up-and-coming managers. Here, graduates are comprehensively prepared for their challenging future roles through a combination of practical assignments, project tasks and training in methodological, social and technical skills.
The Project Managers' Program (PMP) combines methodological, technical and social skills, Rheinmetall project managers are certified on the basis of International Project Management Association (IPMA) standards.
Rheinmetall succession planning is based on analysis of the state of potential in the Group in a fair, enganging and uniform framework such as the Potential Analysis. The well-founded development of alternative hiring options ensures that management resources are made use of and serves as a basis for filling key posts from within our own ranks in the first instance.
Strategic succession planning is a necessity for safeguarding Rheinmetall’s competitiveness – not least in view of current demographic developments. We require a sound short, medium and long-term plan for the potential refilling of key and management positions throughout the Group in Germany and abroad.
Human resources tools such as the Rheinmetall Potential Analysis allow us to develop well-founded alternative options for succession and the filling of posts. We determine the state of potential at all levels in terms of management, technical and project roles and simultaneously analyze future demand for technical and management staff.
With the targeted development of high-potential technical, project and management employees, we are able to tap into internal resources and offer the employees opportunities to develop throughout the entire Group.
Identification and development of employees with potential
Rheinmetall uses two tools to identify high-potential employees and to make the right choice of measures for their development. Assessments made by both tools are based on the Rheinmetall competence model.
The Potential Analysis, carried out for all executives, managers and junior managers throughout our Group, serves to identify and develop employees with potential at all levels. In this fair, engaging and consistent framework, supervisors assess their employees’ potential for further technical, project and management duties over a two-year cycle. Bringing together results from all our companies enables a broad overview of the Group’s wealth in potential.
In Management Potential Analysis, the next generation of managers goes through an assessment in which particular attention is paid to the young employees’ leadership skills. The results indicate suitable measures to develop the employees’ management potential and prepare them to take on their first managerial responsibility.
High-potential employees will find opportunities for development opening up to them throughout the Group. The results of the assessments are always reported back to each employee personally, always pointing out any need for support or assistance. Supervisors are thus provided with a useful tool for the targeted development of their employees.
Local training programs
As a supplement to the further education courses offered at the Group level and bundled under the “Rheinmetall-Kolleg” name, the business divisions provide a large amount of training directly at their locations. Primarily company-specific technical and managerial qualifications are devised and organized directly on site.
The Open Education Programs offered by all Rheinmetall Group companies are a special form of personal further education. They give employees the opportunity to educate themselves in topics that do not correlate directly with their actual work. They can thus go beyond their own milieu to explore other areas of the company.