Our personnel-development activities focus not only on offering an extensive training program to all employees, but also on identifying and promoting young management potential. To obtain top potential, WACKER implements a uniform process that encompasses all leadership levels. Responsibility for the process is held by the Executive Personnel (OFK) and Human Resources departments and the managers of the units directly affected.
We have specific executive-development programs for each of our three target groups: employees on the standard and above-standard payscales, and executive personnel (OFKs).
Participation in development programs is determined by groupwide successor planning, annual performance reviews and employee interests. Thus, standard-payscale employees with an aptitude for shift leader or certified industrial foreperson are eligible for Potential Analysis Workshops. Above-standard-payscale employees with an outstanding track record are invited, for example, to take part in a Management Development Center, which singles out and promotes their strengths.
University graduates can join WACKER’s 18-month General Management Trainee Program (GTP). This has an excellent reputation, as shown by the high number of well-qualified graduates who wish to enroll. Six new GTP trainees joined WACKER in 2007 and five in 2008. After an orientation phase lasting three to six months, the trainees work on various projects that often involve periods spent abroad. Siltronic has its own management trainee program. In the reporting period, seven Siltronic management trainees received training in R&D and technology.
Two executive-development programs are available to WACKER employees who have been recommended for them: the Focus Program for above-standard-payscale employees with executive potential, and the OFK Management Circle for recently appointed executives. The programs each last a year and deal with self-development and management skills. During the period under review, 28 potential young managers attended the Focus Program. Thirteen new executives completed the OFK Management Circle.
In 2007, WACKER introduced a program for experienced executives: OFK General Management Compact. It comprises modules in strategy, leadership and change management. Participants brush up their knowledge and analyze their own experiences. During the reporting period, 28 executives attended this program.
For several years, WACKER has been involved in Cross Mentoring Munich, a program to support women with management potential and to qualify them for leadership positions. The aim is to gradually increase the number of women in top management. The program involves an experienced manager acting as mentor to a female employee (mentee) at another company. The mentee thus gains valuable insights into the culture and workings of another company. Three young female WACKER employees with management potential attended the program in 2007 and another three in 2008. WACKER’s OFK executives act as mentors to other companies’ mentees.
All WACKER’s managerial staff, whatever their level, receive feedback on their management style when they hold annual performance reviews with their employees.