Implenia is international. Around 10,000 employees from over 80 countries make a significant contribution to the company’s sustainable success, putting them at the heart of everything Implenia does. It’s important to ensure that employees are inspired by the company’s goals over the long term, which is why Implenia attaches such great importance to exciting projects and jobs, interesting entry options, attractive training and development opportunities, a safe working environment and open communication. In summary, Implenia wants to be the partner of choice for current and future employees.
Partner of choice for employees – succeeding together with passion and enthusiasm.
Apprenticeship graduates at Implenia
Employee fluctuation rate
Construction projects have become increasingly complex in recent years, and technical innovations are having an impact on traditional construction trades. Professional and social skills, experience, enthusiasm and a high level of motivation are prerequisites for anyone wishing to master the latest challenges. These qualities depend on a stable working environment, which is why Implenia does everything it can to ensure relationships between everyone in the Group are based on trust, responsibility, fairness and a focus on performance. Flat structures shorten the decision-making paths at Implenia and encourage people to take responsibility. Implenia motivates its employees to achieve the exceptional and rewards them accordingly. Implenia guarantees all of its employees equal treatment regardless of their ethnicity, colour, gender, sexual orientation, religion or political views.
The integration of Bilfinger Hochbau in spring 2017 delivered 1,000 new employees to the Group at a stroke. At the end of the year, Implenia employed 9,342 people (full-time equivalents, including temporary employees). The employee fluctuation rate across the company in 2017 came to 9.9 percent (excluding seasonal fluctuations), which is 0.4 percentage points lower than in the previous year. Among permanent employees there are 7,441 males and 950 females. At 11.3 percent, the proportion of female employees went up again on the previous year (2016: 10.2%). People from more than 80 nations work for the Group.
Implenia offers its employees an attractive range of training and development options. The Group follows clear goals with its courses: On the one hand they are designed to develop and encourage young talent within the company; on the other they enable employees to master the challenges of their job and become more productive. Implenia gives its employees the latitude and opportunity to develop and progress within the business over the long term. The Group’s growth makes cross-border cooperation more and more important. Operating in a more international environment requires new skills. With its “Icademy”, the Group has an in-house tool to actively support the structured, individual development of employees’ key skills and capabilities.
Our managers are crucial to the achievement of our corporate objectives. Working in networks is becoming increasingly important, as is the ability to communicate effectively. Implenia uses a multi-level leadership training concept to help foster a common understanding of management. The “Winning Performance” programme focuses on future leaders and on managers who have not been performing their role for long, training them in strategy, team leadership, communication, and personal and social skills. During the year under review, the group-wide “Winning Performance” management training course was carried out for the first time simultaneously in German-speaking and French-speaking Switzerland, as well as in Germany. In Norway and Sweden, leaders were able to complete the “Winning Performance” course for the first time in a version specially adapted to those countries’ specific needs.
Implenia has developed a systematic talent management system. Its aim is to appoint people from within the company when positions become free and then keep these talented people at the company for the long term by presenting them with opportunities for career development. The increasing shortage of skilled specialists means that the company also has to recruit external talent. Its twelve-month trainee programme offers graduates an attractive opportunity to enter the world of work and start a career in an administrative or technical role. Further targeted employer branding events were held in Germany and Austria during the year under review. In Germany, for example, Implenia Awards were presented for the second time for outstanding degree dissertations in various categories: construction management, geotechnical engineering, building construction, structural engineering and a special category. Several construction site tours were given in Switzerland to students at the ETH Zurich and the Technical University of Munich.
Promotion of young talent Implenia has a strong commitment to training young people in the construction industry. We are proud to have given many young people a successful start to their working lives. We are even happier when our trainees achieve extraordinary things. In 2017, Christoph Muhlack scored the best marks in the whole of Germany for the “Building construction/masonry” apprenticeship. An outstanding performance.
Implenia is investing in a professorship for innovative and industrial construction at the ETH (Federal Institute of Technology) in Zurich. This strategic partnership aims to develop new expertise in civil engineering and construction. Research findings will feed into concrete process optimisations along the entire value chain of a construction project. Implenia also wants the partnership to increase the appeal of the subject, promote the training of young construction engineers and encourage the exchange of knowledge between academia and industry. At the heart of the agreement is the financial support Implenia is providing for an assistant professorship in the field of innovative and industrial construction at the Institute for Construction and Infrastructure Management (IBI), part of the Department of Civil, Environmental and Geomatic Engineering at the ETH Zurich.
The dual education system used in Switzerland, and to some extent in Germany and Austria, is a decisive success factor in the labour market. For Implenia, training skilled young employees is not only a social responsibility, but a very real way of achieving its own corporate goals. By positioning itself as a benchmark company for promoting young talent in the construction industry, Implenia wants to increase the number of young people it recruits. Implenia uses regular apprentice projects to strengthen the specific skills and social awareness of its young professionals. In 2017, Implenia took second-year apprentices to Gadmental in the Bernese Oberland for their social project week. A total of 36 apprentices from German-speaking Switzerland worked on extending and improving hiking paths. Health and safety at work, including for trainees, is a key concern for Implenia, so a pilot group of first-year apprentices tested Suva’s safety training course during their induction week. The course, which Suva created on Implenia’s initiative, is designed to increase awareness of occupational health and safety.
During the period under review a total of 296 apprentices were employed by Implenia in on-site or office-based roles. Over the summer, 90 apprentices completed their training at Implenia. Around half of these apprenticeship graduates have been given jobs at the company.