Sustainability Report 2017

Professional development

The training and qualification of our employees is a key competitive factor. We can only maintain and expand our market-leading position as an engineering and services group by regularly training our employees, qualifying them on an ongoing basis and systematically developing them.

To meet our needs when it comes to qualified employees, we conduct our own training, offer our employees various opportunities for internal and external continuing education and develop our managers within the scope of programs created specifically for them. We will increasingly offer our employees career opportunities that transcend functional and cultural boundaries.

Occupational training

In Germany, Switzerland, and Austria, we had a total of 457 apprentices as per the end of the past fiscal year. We provide formal training for more than 20 recognized occupations. These include:

  • Plant mechanic
  • Office clerk
  • Electrician
  • Scaffolder
  • Real estate professional
  • Industrial insulator
  • Industrial clerk
  • Industrial mechanic
  • Commercial BA degree
  • Construction mechanic
  • Mechanic (other specializations)
  • Mechatronic technician
  • Other salaried employees / technical training
  • Other industrial training programs
  • Technical BA degree
  • Technical draftsman
  • Event technician
Apprentices in Germany, Austria and Switzerland




Engineering & Technologies



Maintenance, Modifications & Operations



Other Operations



Other, headquarters






Real winners

The welding apprentices from Bilfinger

High-quality welding is among the daily requirements for several Bilfinger companies. It is therefore no wonder that apprentices from Bilfinger are often among the winners at various competitions for arc, gas or wolfram inert gas welding. In 2017, Kerem Güngör and Mert Göztepe (both Bilfinger Engineering & Technologies), Maurice Paprosch and Arwed Schmidt (both Bilfinger Babcock Kraftwerkservice) as well as Lukas Dörrstock and Marco Jonack (both Bilfinger Rohrleitungsbau) all won their regional competitions and thus the right to participate at the state competitions. With his second place at the state competition, Lukas Dörrstock even qualified for a spot on “Team Germany” at the European “WELD CUP”.

The welding apprentices from Bilfinger (photo)

Training and development

We conduct annual employee appraisals with our employees in accordance with a standard that is uniform throughout the Group. These interviews serve as an opportunity to look back on the collaboration in the past year in greater detail as well as to provide constructive feedback and to determine objectives for the year ahead, and to define measures of ongoing professional training and qualification.

Our employees have a plethora of professional training opportunities available to choose from, both internally within our Group and those offered by external partners. The internal offerings are bundled under the virtual umbrella of the Bilfinger Academy. It offers top-of-the-line seminars closely aligned with actual business practice that allow our workforce to grow both their professional knowledge and personal abilities. Thus, our continuing education programs pick up on new technical developments, provide intensive knowledge-sharing opportunities, and offer our employees a range of fields in which to develop their talents and realize their potential.

Whether they are voluntary or mandatory, all of the professional development measures provided by the Bilfinger Academy are subject to continuous evaluation. Regularly obtaining feedback from course participants and the intensive involvement of the operative units ensures that all offerings are continually optimized and adjusted by the HR departments and technical departments responsible.

Our decentral structure means that the key figures concerning the continuing education opportunities available to our employees and executives internally and from external partners are captured solely at the level of the operative units, and will reflect different types and scopes of information. It is our objective, with the introduction of a uniform HR software (HRcules), to make available key figures on the internal and external training and development of our employees and managers – beginning with financial year 2018.

Development programs for key functions and managers

Each year, our executives undergo a talent review. The goal of the talent reviews is to conduct a uniform and transparent evaluation of all members of management levels 1 through 4 across the globe as concerns their performance, potential, and integrity. The findings obtained serve as the basis for measures of senior management development and succession planning.

For the qualification of our managers, we have set up specific development programs. The intention is to strengthen their ability to perform and their competencies, exchange information and ideas with each other while strengthening their bond with the company.

In 2017, functionally-specific qualification programs were carried out in areas critical to our success. In addition to the “Talent Program” these also include the “High Professional Program”, project management certifications and the training program for the Bilfinger Maintenance Concept which secures the high quality in the training of our employees in the maintenance areas. We thus manage to professionally accompany the skills and talents of our employees around the world and to consistently expand the knowledge that exists in the company.