Inspiring workplace for experts

Hansel’s strategic objective is to provide an encouraging and inspiring work community for experts. A responsible HR policy is in place to create a good working environment for professional and motivated employees.

Hansel’s strategy has a strong focus on competence development, and the company has initiated a competence development scheme based on the strategy. The competence assessments carried out in 2013 focused on the level of competence in business-critical roles. Hansel is in the process of creating a company-wide training programme based on the results of these assessments. Hansel will also focus on sharing competences and best practices across units.

Of Hansel’s personnel, 68.4 per cent of employees have a master’s or bachelor’s degree, or a degree from a university of applied sciences. A university-level background in business studies is the most typical, followed by an education in law.


  2013 2012 2011 2010 2009
Master's level degree, % 54,4 53,4 47,2 39,7 38,6
Bachelor's level degree, %** 1,3 2,8 5,7    
Degree from a university of applied sciences, % 12,7 12,3 14,3 24,1 21,1
Secondary education degree + other degrees, % 21,5 21,9 21,4 25,9 29,8
No vocational qualification, % 10,1 9,6 11,4 10,3 10,5
Training days, per person per year 4 5 5 5 6
Training services purchased from third parties, € per person per year 789 1 064 952 1 304 2 166
*Presented based on existing employment relationships          
**Previously included in degrees from universities of applied science          

In 2013, persons in managerial positions had 4,2 external education days while others had 1,4 external education days. The education days were divided equally between men and women, both groups had 1,8 education days.

On a case-by-case basis, Hansel supports participation in long-term education programmes outside the company, with financial support and flexitime solutions that facilitate the combination of work and study. Over the last few years, personnel satisfaction with the opportunities the company provides, for competence development through training and learning at work, has remained high.

New employees undergo a job orientation programme lasting around two weeks, during which they learn about all of the company’s main functions. The programme also goes through the Code of Ethics and other CSR-related elements. Feedback from new employees is collected via a feedback discussion, held a few months after employment has begun.