S1-13 – Training and skills development metrics
Training programmes and learning formats
The continuous development of employees is an important component of Rentenbank’s HR strategy. Against the backdrop of regulatory requirements, technological developments and changing forms of collaboration, Rentenbank attaches great importance to the qualification and skills development of its workforce.
The training programme is broadly based, accessible to all employee groups and designed to support both individual development pathways and the organisation’s long-term skills development. The formats offered include management training, methodology training, internal work shadowing and in-house workshops that are linked to current technical or organisational requirements.
In addition, Rentenbank supports external seminars, which are selected on an individual and needs-oriented basis to deepen specific skills. An internal cross-mentoring programme and a further programme organised jointly with an external partner open up additional perspectives and promote exchange across departments and hierarchies. A structured onboarding and induction programme is in place for new employees.
The Promotional Business division regularly invites employees to observe presentations and attend specialist talks. Within this framework, employees gain insights into the division’s tasks and working methods and have the opportunity to exchange expertise with the respective speakers.
In the area of digital skills, Rentenbank offers training in the use of artificial intelligence. Online training courses are available to employees via an e-learning platform. Internal training sessions on Rentenbank’s own AI platform are also organised. These formats provide basic knowledge on the use of AI systems and address both opportunities and risks. In addition, an internal dialogue session (KI Treff) was introduced in the reporting year. This format gives employees the opportunity to ask questions, discuss use cases and receive information on current initiatives in the field of artificial intelligence.
| Training hours | 2025 |
|---|---|
| Training hours per employee | 23.5 |
| Of which per male employee | 25.3 |
| Of which per female employee | 21.2 |
Employee review discussions
In 2024, Rentenbank redesigned its structured employee review discussions through a participatory process. With the “orientation dialogue”, Rentenbank places the focus on dialogue-based exchange between employees and managers. The aim is for both parties to share their impressions and expectations and reflect on them together. This mutual dialogue creates space for feedback on an equal footing and fosters clarity in day-to-day collaboration. The outcomes and agreements are documented jointly and form the basis for the individual development of skills, commitment, performance and leadership on both sides. The structured process establishes a continuous development cycle by incorporating development goals into the forward-looking discussion and reviewing them jointly in the subsequent dialogue.
A comprehensive training format, including cross-organisational training sessions for managers and employees, was delivered during the introduction and implementation of the orientation dialogue. More than 90% of employees took part in this format.
In the reporting year, at least 48% of employees had at least one documented orientation dialogue (52% of male employees and 44% of female employees).