Finding and developing suitable talent

It is becoming more and more difficult to find and retain talented young employees. We see the recruitment, promotion and retention of young talent as a key strategic task. Equally important is the ongoing training and long-term employment of our experi­enced staff, for whom we develop special offers as part of our life phase-oriented HR management.

We are regularly publi­cally acknowl­edged as an attractive employer. In 2014 the target group of under-40s once again voted us among the Top 40 employers in the WirtschaftsWoche ranking. Our HR marketing and recruiting make an important contri­bution to this positive perception.

The Tchibo University Marketing team talks to potential recruits at company contact fairs and graduate conven­tions. Young profes­sionals and specialists from Tchibo regularly give practical lectures at univer­sities. We also invite students to come to us so that they can gain an insight into Tchibo’s working environment. For example, as part of the Hamburg Company Tour, in which top companies from the Hamburg area open their doors to students from all over Germany once a year for a day. On the two-day Tchibo Discovery Tour recruiting event a total of 70 partic­i­pants gained an insight into Tchibo’s working environment. In 2014 it was led by HR Director Jochen Eckhold, among others, who spoke to them about his own career and outlined what he expects from future employees and what future employees can expect from Tchibo.

We involve our own employees in the search for suitable candi­dates. Tchibo employees are able to propose candi­dates for adver­tised positions through our ‘NetWork’ employee referral programme. This not only gives us a higher quality of appli­ca­tions, but also strengthens employee loyalty.

HR Oscar for Tchibo recruiting film

In 2014 our employer branding video ‘Working at Tchibo: A new adventure every week’ won an HR Excel­lence Award in the ‘Employer Video – Corpo­ration’ category. The film gives an insight into the wide spectrum of jobs in the Non Food division and invites viewers to explore Tchibo as an employer.

Inspiring young profes­sionals

The company offers young profes­sionals who want to start their career at Tchibo various career oppor­tu­nities – from intern­ships and vocational training to dual-degree and trainee programmes. We also support students writing a thesis on a Tchibo-related topic. Since 2000, Tchibo has also partic­i­pated in the annual Girls’ and Boys' Day when Year 6-11 pupils can ‘shadow’ Tchibo employees at work for a day.

Initial experience: Interns and working students
Intern­ships and working-student contracts offer prospective inter­ested parties a first glimpse into the Group – and give us the chance to meet potential future employees at an early stage. Tchibo appre­ciates the commitment and the potential of its interns. As a member of the ‘Fair Company’ initiative we are obliged to assign interns tasks that match their skills and expec­ta­tions, and they receive fair compen­sation regardless of the duration and type of internship. It goes without saying that since January 2015, we take German minimum wage require­ments into account as well.

Training at Tchibo: Learning respon­si­bility

Tchibo offers a variety of appren­tice­ships, mainly in commercial and partly in technical profes­sions. The assumption of respon­si­bility is a core value in training at Tchibo. For example, we give retail trainees the independent management of a Tchibo shop for a week. At the same time we accept the respon­si­bility that comes from training young people. All appren­tices who score an average grade of 2.0 or better are offered a permanent full-time position at Tchibo.

We see awards as validation of the quality and practi­cality of training at Tchibo. A recent example is our Gallin logistics centre being named ‘Top Training Company 2014’ by the Schwerin Chamber of Industry and Commerce.

Training at Tchibo

Commercial appren­tice­ships:

  • Bachelor of Science/Business IT
  • Bachelor of Arts/ Business Admin­is­tration, Commerce
  • Bachelor of Arts/ Retail Management
  • Visual Marketing Designer
  • Indus­trial Manager
  • Wholesale and Foreign Trader
  • Office Commu­ni­ca­tions Assistant

Technical and Indus­trial Occupa­tions:

  • Indus­trial Engineering Electrician
  • Warehouse Clerk
  • Warehouse Logistics Specialist
  • Indus­trial Mechanic
  • Mecha­tronics Technician
  • Food Technology Specialist
  • Chef

A flying start to one’s career: The dual-degree programme
We offer especially well-qualified junior staff the oppor­tunity to complete a dual degree in Business IT or Business Admin­is­tration. In this way we retain talent with in-depth knowledge of Tchibo and extensive expertise in the relevant areas of the company.

Gaining an overview: Starting as a trainee
An individ­u­alised training programme prepares ambitious Tchibo graduates for a respon­sible role in the company in 15 to 18 months. We consider it important to give our trainees an under­standing of relevant inter­faces and overar­ching themes at their stations in the Group, especially for on the topic of ‘good conduct’. In 2014 six trainees in the Group started their compre­hensive practical training.

Keeping experience in the company

In 2014, one in three of our employees were already aged between 51 and 66. In 2015, for the first time we are offering them a retirement prepa­ration workshop with the external service provider ‘Senior­In­Trainer’. At the same time, we use various partial retirement models to guard against the dispro­por­tionate ageing of the workforce and giving people with decreasing physical capacity too much of a workload. Another important issue is the avoidance of conflict when experi­enced staff members work with much younger execu­tives. We want young execu­tives to learn to appre­ciate the life and profes­sional experience of older employees and put them to good use in their own work. Part of this is also recog­nising and using their important role in internal knowledge transfer. In 2015 we will develop further offers to promote life phase-oriented HR work.

Learning and being inspired: Tchibo CAMPUS

The compet­i­tiveness of our company is partly based on employees and managers put their talents and skills to the best possible use. Tchibo CAMPUS is our central place of learning, inspi­ration, and personal devel­opment. With Tchibo CAMPUS, we seek to promote mutual learning and inspire our employees and managers to further their profes­sional and personal devel­opment. For both target groups, we have programmes oriented to their respective devel­opment needs.

At Tchibo, all employees have the oppor­tunity to learn in a variety of ways, strengthen their individual strengths, and utilise their devel­opment potential. This includes the provision of technical and method­ological training in coffee expertise, foreign languages, IT, project management and inter­cul­tural commu­ni­cation, as well as seminars in the field of personal devel­opment. For example, the art of being simul­ta­ne­ously engaged and relaxed is practiced under the guidance of a coach. All colleagues can also attend Tchibo Business School lectures to gain fasci­nating inspi­ration for their everyday work.

The second essential component of Tchibo CAMPUS is management devel­opment. Target group-specific programmes give our managers oppor­tu­nities to reflect on their role, learn [about] new leadership tools, and develop a common under­standing of leadership. In addition, they are supported in practicing appro­priate commu­ni­cation and success­fully addressing issues from their everyday management. Our execu­tives are also encouraged to acquire current leadership knowledge in compact seminar units as part of the Tchibo Leadership School, to future-proof themselves and their teams.

Another focus is team devel­opment: our execu­tives are “helped to help themselves” through individual coaching, and can work on team-related topics in individual workshops with internal and external coaches.

We also launched the Junior Management Programme and the ‘Learn to Lead’ programme specif­i­cally for young execu­tives, junior managers, and high-poten­tials. These programmes help them build personal networks, expand their method­ological skills, and practice self-reflection.

Strength­ening inter­na­tional exchange

Tchibo is an inter­na­tionally operating family-owned company whose growth and procurement markets outside Germany are becoming increas­ingly important. Our staff are crucial for our inter­na­tional success. They contribute signif­i­cantly to the company-wide transfer of knowledge. Foreign second­ments broaden horizons and therefore play an important role in this context. Tchibo therefore offers its employees three different deployment programmes that enable them to experience everyday work far away from their own workplace: one is for a short-term secondment (four to twelve months), usually tied to a specific project or current requirement in the local market; one has the goal of the further devel­oping the employee – specif­i­cally for trainees (max. 3 months) and Young Talents (max. 6 months); and one is for long-term second­ments of execu­tives, generally over several years. Often these deploy­ments are used for the targeted profes­sional and personal devel­opment of Tchibo talents. In 2014, a total of 15 employees were deployed abroad, most of them from the company's headquarters in Hamburg.

Inter­cul­tural exchange of experience at Tchibo

Whether in China, Russia, India, Bangladesh or Austria – inter­cul­tural compe­tence is an important factor in the success of our inter­na­tional business relations. Tchibo CAMPUS inter­cul­tural tutorials provides a good basis for this. In taster classes on ‘Inter­cul­tural Day’ at the Hamburg headquarters in spring 2014, more than 100 employees experi­enced for themselves the benefits of the training.

Employee appraisals

One key management task at Tchibo is to provide employees with trans­parent feedback about their perfor­mance and their prospects in the Group based on this, as well as system­at­i­cally supporting them in their devel­opment. At Tchibo, we use the TRACKS management tool for this. In 2014 its content and processes were adapted to differ­en­tiate achieve­ments more clearly and promote talent more purpose­fully in future.

Employees now have the oppor­tunity to submit a self-assessment of their perfor­mance, potential and future devel­opment oppor­tu­nities ahead of their appraisal interview. At the end of 2014, more than 60 percent of employees used this oppor­tunity to become actively involved in the process from the beginning. Managers also prepare for the inter­views and are given intensive instruction in using the perfor­mance evalu­ation tools. In the appraisal interview, the employee’s perfor­mance is assessed based on a newly intro­duced 5-point scale. The review provides clear starting points for targeted further devel­opment. In a subse­quent personal conver­sation, the employee and manager then agree on measures that will allow them and therefore also the organ­i­sation to continue their devel­opment as part of the talent management scheme.