Continuous and flexible skills development
The continuous investment in the development of our employees throughout their careers is as beneficial to
them personally as it is to us as a company. In the reporting year, we conducted 3,696 centrally organized
training days. Taking into account that there was a one-time effect in the previous year due to a duplicate
exam preparation course, we were thus once again able to increase the amount of training time. In particular,
we further expanded the digital learning offering in terms of content and media. At the end of the year, the
established Tutorize learning management system had already registered 1,425 users and 1,700 successfully
completed learning units, which were developed by the HR Development department in collaboration with subject
matter experts. In 2022, we also plan to expand our e-learning for the onboarding of management staff.
In the “DigiportSkill2025” project, which was launched back in 2020 and is funded by the European Social Fund,
we continue to commit to the digitalization of continuing education in the German seaport industry. However,
digitalization not only changes the formats of continuing education, but also influences its content, with
the result that many job profiles, including those of port workers, will have to be redefined in the future.
As a contribution to actively shaping change, the “PortSkill 4.0” project was launched in December 2021 as
part of the Innovative Port Technologies II (IHATEC II) development program, which aims to scientifically
underpin and subsequently train the qualifications and skills port employees of the future will need in an
education hub. In addition to BLG LOGISTICS, ver.di, the Central Association of German Seaport Operators
(ZDS) and Hamburger Hafen und Logistik AG (HHLA) are also involved in the project, which is funded by the
Federal Ministry of Digital Affairs and Transport and led by ma-co maritimes competenzcentrum.
Management trainees from our own ranks
Through our Junior Management Program (JMP), we recruit qualified employees from our own ranks and train them
up to assume responsible roles at management level. We also offer this opportunity to external candidates.
The 24-month trainee program includes various workshops on leadership, communication and conflict resolution.
Since it was launched several years ago, a total of 169 managers have successfully completed the program, and
42 of them now occupy a tier 3 management position or higher. Another eight junior managers are currently
enrolled in the program.
Our competence model created in 2020 serves as a reference benchmark for operational managers and is used as
an important basis for evaluation in employee appraisals or the Assessment Center. Based on this model, the
coordinator qualification program was launched at BLG Industrielogistik in Bremen in the fall, for which 48
employees were selected. Further programs for the various management levels will begin in 2022. We also
continued our “TAKE THE LEAD” management training courses in the reporting year, parts of which were available
for the first time in an e-learning format, allowing them to be flexibly integrated into daily work routines.
In addition to the basic modules and the Change Management leadership workshop, two further leadership
workshops are to be digitalized next year. As many as 1,300 managers have already participated in the format,
680 of them on-demand this year, also including technical managers for the first time.
Feedback as an important development tool
We hold annual employee appraisals in which individual performance is discussed according to defined criteria.
This is supplemented by assessments of potential, on the basis of which we draw up tailor-made professional
development plans in line with employees’ qualifications. As in the previous year, 43 percent of our
employees underwent such a feedback process.
