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Corporate Reporting 2014

Henkel Corporate Reporting 2014

More Henkel Corporate Reporting 2014

Sustainability Report 2014

Henkel Sustainability Report 2014

Facts and Figures 2014

Henkel Facts and Figures 2014

Corporate Report 2014

Henkel Corporate Report 2014

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Annual Report 2014
As part of our strategic relationship with six top MBA schools, Henkel offers a wide range of activities for top talents. MBA student Diana Min (right) from China Europe International Business School (CEIBS) in Shanghai takes part in a recruiting event with Yvonne Qian, Employer Branding Manager at Henkel in China.

Inspire
Strengthening our global team

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As part of our strategic relationship with six top MBA schools, Henkel offers a wide range of activities for top talents. MBA student Diana Min (right) from China Europe International Business School (CEIBS) in Shanghai takes part in a recruiting event with Yvonne Qian, Employer Branding Manager at Henkel in China.

Around35,000

students have participated in the international student competition Henkel Innovation Challenge since 2007.

Around1,150

employees promoted.

Around33%

of our managers are women (excluding 2014 acquisitions).

As part of the cooperation between CEIBS in Shanghai and Henkel, important contacts are being established. Thanks to the intensive exchange within the cooperation, students with high development potential can get to know Henkel at an early stage and can receive individual support.
Yvonne Qian (right), Employer Branding Manager at Henkel, und Kathleen Zhang (middle), Career Consultant at CEIBS, in an interview with an MBA student.
At the Henkel Experience Day, selected students can get to know the company and take the chance to convince Henkel of their skills and potential. In Shanghai, MBA students Steve Tsai and Diana Min (second from right) from CEIBS exchange views with Yvonne Qian (left), Employer Branding Manager, and Brenda Lee, Leadership and Talent Manager at Henkel.
China Europe International Business School (CEIBS) is an international business school located in Shanghai, China. According to a Financial Times ranking, CEIBS offers one of the best MBA programs in Asia and is recognized by leading corporations worldwide.

As part of the cooperation between CEIBS in Shanghai and Henkel, important contacts are being established. Thanks to the intensive exchange within the cooperation, students with high development potential can get to know Henkel at an early stage and can receive individual support.

Yvonne Qian (right), Employer Branding Manager at Henkel, und Kathleen Zhang (middle), Career Consultant at CEIBS, in an interview with an MBA student.

At the Henkel Experience Day, selected students can get to know the company and take the chance to convince Henkel of their skills and potential. In Shanghai, MBA students Steve Tsai and Diana Min (second from right) from CEIBS exchange views with Yvonne Qian (left), Employer Branding Manager, and Brenda Lee, Leadership and Talent Manager at Henkel.

China Europe International Business School (CEIBS) is an international business school located in Shanghai, China. According to a Financial Times ranking, CEIBS offers one of the best MBA programs in Asia and is recognized by leading corporations worldwide.

In 2014, we implemented our Leadership Principles in order to strengthen our global leadership team. We placed special emphasis on attracting, developing and retaining talents, especially in emerging markets, while fostering diversity across our organization.

As part of our strategic priority “Inspire,” we are focusing on three areas: strong leadership, developing talent and rewarding performance, and increasing the diversity of our workforce.

Strong leadership

Leading diverse and increasingly virtual teams in times of ongoing change, increasing globalization and complexity is one of the biggest leadership challenges. Our Leadership Principles provide a clear framework and guidance for our managers and leaders to manage their teams successfully.

In order to deepen the understanding of these principles, we developed with the Harvard Business School a Leadership Forum for all our senior leaders. This program combines knowledge exchange between Henkel’s top managers and peers with insights from renowned Harvard professors. One third of our senior leadership team participated in the pilot program in August 2014; the remainder will take part in 2015.

Especially for talent development in emerging markets, we designed and successfully launched the EXCEED program. It aims to strengthen our pipeline of strong leaders to support our growth ambitions. Thanks to the interaction with top management and peers in the program, EXCEED allows the participants to build diverse networks for their future leadership career.

Focus on talent and performance

In 2014, Henkel was again recognized as a highly attractive employer. We were ranked among leading companies in several employer ratings such as “Top Employer 2014” in Europe and in the Middle East.

In order to further strengthen our local management teams in emerging markets, we started a customized and focused initiative with six top international MBA schools that have a high share of students from these markets. We provide these schools with exclusive insights into Henkel’s businesses in order to attract the best talents at an early stage.

Our annual Development Round Table (DRT) has become an integral part of talent development and performance management at Henkel over the past six years. At the DRT, we evaluate in one integrated process the performance and development potential of all managers worldwide, around 10,250 individuals. This allows us to identify talents with strong development potential and to actively manage their careers within Henkel. In 2014, we promoted around 1,150 employees.

Diverse teams

We are convinced that diversity fosters the creativity and innovation required for success in a globalized and dynamic environment. Our strong focus on diversity and inclusion helps to capture new business, fuel innovation and attract and retain the best employees. We systematically encourage female career development and provide the corresponding framework and opportunities. As a result, we increased the share of female managers to around 33 percent of our global leadership team by the end of 2014 (excluding acquisitions).