Partner of choice for employees – succeeding together, passionate, motivated.

8,239(8227)

Employees

83(74)

Apprentices at Implenia


10 years of Implenia

80

Different nationalities

Continuing to develop skills
Implenia’s in-house “Icademy” offers employees the opportunity to develop their own individual career path. The training measures are tailored to the investment person’s area of responsibility and level in the hierarchy (pictured: Claudia Jud, an Implenia site manager in Switzerland, who has attended various training sessions provided by the “Icademy”).
Strengthening social skills
Implenia uses regular apprentice projects to strengthen the specific skills and social awareness of its young professionals. Around 50 apprentices worked on maintaining the Furka steam mountain railway in Canton Valais during the first social project week in 2016.
Greater involvement
Implenia strengthened its commitment to the Schweizerischer Baumeisterverband (SBV, Swiss Builders Association) in 2016. As the largest nationwide construction firm it wants to play an active role in the industry body. Hanspeter Stadelmann (pictured), Head of Central Services for Infrastructure, was elected as a new member of the SBV’s Central Board, where he will represent Implenia as well as working to strengthen social partnerships and develop the SBV and the construction industry as a whole.
Implenia’s apprentices joined in wholeheartedly with the anniversary campaign.

 

 

Employees

Employees at the heart of everything 

  • Stable employee numbers
  • Increasing internationalisation and cultural diversity
  • Training and development as success factors

Implenia firmly believes that first-class employees are vital to a company’s sustainable success. As an attractive employer it offers exciting roles and projects in a diverse international working environment. By providing interesting entry routes, a broad range of training and development opportunities, and chances for everyone to progress, the Group ensures that all its people can fulfil their potential. Because its employees are at the heart of everything Implenia does. As the partner of choice for existing and future employees, it works hard to enthuse its people and waken their passion.

Partner of choice for employees – succeeding together, passionate, motivated.

8,239(8227)

Employees

83(74)

Apprentices at Implenia


10 years of Implenia

80

Different nationalities

 

Construction has become steadily more complex in recent years, and the influence of technical innovations has transformed the traditional building trade. Mastering the increasing challenges requires technical and social skills, convincing leadership, experience, motivation and a passion for achieving the exceptional. These qualities depend on a positive working environment, which is why Implenia does everything it can to ensure relationships between everyone in the Group are based on trust, responsibility, a focus on performance and fairness. Flat structures shorten the decision-making paths at Implenia and encourage people to take responsibility. Implenia guarantees all of its employees equal treatment regardless of their ethnicity, colour, gender, sexual orientation, religion or political views.

Attractive employment conditions

Implenia strives to recruit the best workers by following a modern human resources policy and offering progressive employment conditions, including transparent, fair and competitive remuneration. Office-based staff are paid according to their function, knowledge, problem-solving abilities and level of responsibility. For on-site personnel, Implenia complies with statutory minimum wage rules (collective bargaining agreements) and grants general wage adjustments agreed between the different parties. Implenia also grants individual wage increases on the basis of employee appraisal discussions. In addition to their agreed basic salary, managers receive a variable salary component tied to the goals they have been set. Employment regulations and social benefits match the latest standards and in some cases exceed statutory requirements. Employees get an extra week’s holiday, and in Switzerland fathers can have a week of paid paternity leave, while mothers get 16 weeks of maternity leave

Stable workforce

Implenia’s workforce at the end of the year numbered 8,239 employees. In terms of full-time equivalents, and including temporary employees, the number came to 7,976. The employee turnover rate across the company in 2016 came to 10.3% (excluding seasonal fluctuations), which is 0.6 percentage points lower than in the previous year. Among permanent employees there are 6,531 males and 843 females. In Switzerland, the proportion of women rose again slightly year-on-year to 11.4% (2015: 11.2%). People from 80 nations work for the Group.

Coordinated training and development programmes

Implenia’s attractive range of training and development courses serve clear objectives: to promote internal talent and enable employees to master the challenges of their jobs, thus increasing productivity and efficiency. Implenia gives its employees the latitude and opportunity to develop and progress within the business over the long term. With its “Icademy” training and development concept, the Group has an in-house tool to help advance the structured, individual development of employees’ key skills and capabilities. Transparent criteria for promotion, job grading and development enable Implenia to offer training measures suited to each employees’ specific area of work and hierarchical level. The in-house development programme in Germany and Austria, which has always provided specialist training courses, has now also introduced seminars on developing personal, social and management skills. New topics, such as lean management, BIM and digitisation, are being added continuously.

Specialist careers – targeted strengthening of skills

Implenia’s “Icademy” offers modules on a variety of subjects, all designed to strengthen employees’ technical and other specialist skills – including business basics, employment law, claims management and preparing for work. The modules are offered in the form of classroom sessions, on-the-job training and certificated courses. Various training courses were held in Business Units Construction German-speaking Switzerland and Construction French-speaking Switzerland during the year under review. “Icademy” will be rolled out to other Business Units this year. In addition to promoting functional and management skills, Implenia is also keen to support employees in interdisciplinary and social areas as they go through the different stages of their careers. Two new training courses offer employees of 45 and older the opportunity to think about how they want to shape the second half of their working lives and how to prepare for retirement. Other modules and courses are being developed constantly.

Developing managers at every level

Good managers are essential to the achievement of business objectives. Collaboration within networks is becoming increasingly important, as are communication and cooperation skills. Implenia believes that a common understanding of management principles is essential. In order to strengthen its managers’ abilities, the Group applies a multi-level management training concept focused on strategy, management, leadership, communication and operational excellence.

The “Winning Performance” programme focuses on future leaders and on managers who have not been in their role for long, training them in financial management, team leadership, communication, and personal and social skills. The Group-wide programme encourages people to exchange ideas and experiences, and helps cement the corporate culture. It is being rolled out in Norway and Sweden in 2017.

“Winning the Future”, the leadership programme created by Implenia for experienced senior managers, was run for the second time during the period under review. Participants finished the course by presenting their business cases and detailed improvement strategies to the Group Executive Board and Board of Directors. The programme has been revised for the third edition of the course starting in 2017: the Leadership, Customer Orientation, Operational Excellence and Finance modules will feature even more discussion of each other’s experiences and of real, full-spectrum business cases. The resulting insights will generate discernible added value for management and the whole organisation.

Uncovering and recruiting talent

Implenia’s talent management strategy allows the Group to offer attractive entry opportunities to talented people and actively support their career development. Working closely with HR officers, line managers identify development potential in their staff, and give individuals the right opportunities to help them deal with future challenges. Implenia’s talent management process also determines the selection of participants for the management development programme (see previous section).

Demand for specialists is increasingly outstripping supply, so as well as developing inhouse talent, Implenia needs to recruit from the outside. 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. The programme consists of a variety of practical and theoretical modules that give a comprehensive insight into different areas of the business. Within the university sector, Implenia makes an annual financial contribution to the ETH Zurich’s Excellence Scholarship & Opportunity Programme, which aims to improve training for the outstanding young talent that the Swiss economy needs.

Various targeted employer branding events were held during the year under review in order to increase awareness of Implenia in Germany and Austria, and to recruit young talent. Around 20 students from all over Germany qualified for Implenia’s first “In-house Day” in Berlin. Participants visited the U5 subway construction site and worked through technical and administrative case studies to give them a closer insight into Implenia and its activities. During the nationwide “Industry Week”, Implenia’s HR team informed groups of school and university students about the various employment and training opportunities offered by the Company. University marketing efforts in Berlin also included the inaugural Implenia Award for outstanding bachelor work in five different categories.

Committed to new talent

Training young adults is one of the social responsibilities incumbent on all employers. Implenia happens to believe that investing in young talent also helps it achieve its corporate objectives and combat the shortage of skilled workers. The dual vocational training systems used in Switzerland, Germany and Austria are central to the successful education of young people. Implenia wants to position itself as a benchmark for promoting young talent in the construction industry so it can increase the number of young people it recruits. It arranges regular apprentice projects to help promote social awareness, independent working and team building. The first “social project week” was held in the Upper Valais in 2016. A team of around 50 third-year apprentices helped out with maintenance work on the Furka steam train line. In 2017, during the second social project week, approximately 60 apprentices will be working on expanding the network of hiking trails in the Haslital region of the Berner Oberland. In Germany, apprentices will be working on various projects, including the refurbishment of a schoolyard as part of the “Wiesbaden engagiert!” community action week.

During the period under review, a total of 263 apprentices were employed by Implenia in on-site or office-based roles. 83 apprentices completed their training at Implenia over the summer. Almost two-thirds of the successful apprentices have been given jobs at the company.

Shaping a vision for the future

Implenia set up the “Young Generation” initiative in 2015 to address issues relating to the future of work, society and business. Young employees from every Implenia region and country debate topics that have a significant influence on the Company. There is a particular focus on innovation and technology, but trends such as sustainability and the way digitalisation is changing career paths are also discussed. Participants are in regular contact with top management.

Promoting dialogue. communicating openly

The working climate at Implenia is characterised by an open, dialogue-oriented communications culture. The Group pursues a policy of prompt, target-group-oriented and transparent communication towards its employees. The CEO regularly sends a personal “CEO Letter” to employees, in which he talks about the current state of Implenia’s business, specific projects, corporate culture, general economic conditions and prospects for the future. One of the central internal communication tools is “Impact” the employee magazine, which is posted to all employees twice a year. The magazine, which is published in four languages, provides information and interesting stories on a wide variety of topics and from all areas of the company. In 2016 Implenia introduced a new newsletter concept focused on information from the various departments, as well as an internal social network. Employees can find all the relevant information and documents on the Company’s intranet. This includes quarterly reports on the decisions taken by the Group Executive Board, and the latest Implenia stories under the “One company, many stories” heading. Implenia also stages information events on a variety of themes and promotes dialogue and team-building through social events and in-person discussions with the management team.

People who find themselves in difficult situations have an even greater need for information and support. Employees who have suffered from accidents or illness are given the support they need by the internal occupational health management team and social security office. Medical professionals and social insurance specialists offer personal help, as well as assistance with administrative matters. Preventative work and health promotion are also part of their remit. In 2016 the team ran a voluntary vaccination programme for all employees, and organised courses on stopping smoking, workplace ergonomics, coping with stress, healthy eating and exercise.

Clear guidelines

If the Company is to develop sustainably, the relevant laws must be obeyed and clear guidelines must be established for business practice and collaboration. The “Code of Conduct”, revised and relaunched in 2016, sets out Implenia’s principles as a responsible company, and stipulates how employees should relate to each other, to business partners and to the authorities. The Code forms an integral component of employment contracts and is binding on all staff. An interactive e-learning program, available in all the Company languages, is used to impart the main principles and legal requirements in an easily comprehensible way. All new employees are obliged to work through the e-learning modules and pass a final test as part of their induction into Implenia. The aim is to ensure that all employees know the rules contained in the “Code of Conduct”, and that they apply them in their day-to-day working lives.

10 years of Implenia – all pulling together

Small gestures with a big impact

Implenia celebrated its tenth anniversary in 2016. The Group was created in 2006 from the merger between the two Swiss companies Zschokke and Batigroup. During the anniversary year, Implenia launched a campaign under the slogan “Von Herzen engagiert” (“Committed to helping”), which sought to make an active contribution to the lives of the less fortunate. Thirty anniversary locations evaluated a large number of social projects and selected one each for Implenia to support. A seed set was sent to every employee with the call for them to grow their own daisies and then take a picture of themselves with their very own real-life Implenia logo. The plan was for Implenia to donate 20 francs to the selected projects for every photo submitted, plus an extra sum for team achievemen

Creative snapshots for a good cause

With a flood of creative ideas and 4,238 daisy photos, employees in the five home markets raised a total of approximately CHF 120,000 for 30 different social projects. The projects Implenia supported included among others a programme for integrating young adults with special needs into the labour market, games therapy at the Titlisblick children’s home, an awareness raising programme against discrimination at school, new rooms for a young person’s hospice in central Germany, a club for the able siblings of chronically ill and disabled children in Nuremberg, a holiday programme for financially disadvantaged families in Norway, or a helpline for children in Sweden.

Society first

A good number of locations secured the extra team award of an additional 1,000 francs for their project in recognition of 100% participation. A staff party was then held at each location in October. An Implenia birthday cake was served and the collected money was handed over to the social institutions. It was a great campaign that put helping society at the forefront.

Continuing to develop skills
Implenia’s in-house “Icademy” offers employees the opportunity to develop their own individual career path. The training measures are tailored to the investment person’s area of responsibility and level in the hierarchy (pictured: Claudia Jud, an Implenia site manager in Switzerland, who has attended various training sessions provided by the “Icademy”).
Strengthening social skills
Implenia uses regular apprentice projects to strengthen the specific skills and social awareness of its young professionals. Around 50 apprentices worked on maintaining the Furka steam mountain railway in Canton Valais during the first social project week in 2016.
Greater involvement
Implenia strengthened its commitment to the Schweizerischer Baumeisterverband (SBV, Swiss Builders Association) in 2016. As the largest nationwide construction firm it wants to play an active role in the industry body. Hanspeter Stadelmann (pictured), Head of Central Services for Infrastructure, was elected as a new member of the SBV’s Central Board, where he will represent Implenia as well as working to strengthen social partnerships and develop the SBV and the construction industry as a whole.
Implenia’s apprentices joined in wholeheartedly with the anniversary campaign.