the compass dialog (annual employee appraisal) and the
talent conferences, which serve to calibrate performance and
potential assessments by managers. In the future, these
meetings will take place locally, divisionally, and globally. On
account of the pandemic, the introduction of the new
process had to be postponed from 2020 to 2021.
The “HR Transformation” project launched in previ-
ous years, which serves to strategically reposition personnel,
was successfully continued in 2020. The master data and
organizational structures were combined in a uniform global
system for the first time. In the future, as part of the “HR
Transformation,” the unified HR master data will serve redefined
and further developed HR processes, such as talent
management and further training. In 2020, the “Performance
& Goals” and “Learning Management“ modules were
mapped in digital system-based processes. The global rollout
of the new processes in the area of “Learning” was
launched in 2020 and will continue for “Performance & Goals”
in 2021. The aim is to enable the HR organizations to
grow closer together at an international level, employees to
be supported more comprehensively across divisions and
national borders, and an international leadership and HR culture
to be created.
Environment and Safety
Occupational safety and environmentally compatible management
are key components of ALTANA’s corporate strategy
and are becoming increasingly important. The ALTANA
Group measures progress in the area of environmental protection
using specific key figures, such as the consumption
of natural gas and electricity as energy sources and the resulting
greenhouse gas emissions, and in the area of safety
with the help of accident figures. In terms of environmental
protection, our goal is to continuously reduce energy consumption
at all of our sites and in all areas and to promote
the use of energy from renewable sources in order to
achieve climate neutrality for the ALTANA Group by 2025.
ALTANA plans to compensate for the CO² emissions that
cannot be avoided by 2025 by financing equivalent climate
protection projects. In the field of safety, the primary objec-
tive is to reduce the number of accidents.
The issue of safety is a top priority at ALTANA. ALTANA
ensures continuous improvement in the safety of its
employees by means of various technical and organizational
measures tailored to the production conditions at the sites
and to the laws and regulations that apply there. To achieve
a uniform safety culture, ALTANA also relies on targeted
employee training programs. All of our worldwide sites have
established their own safety organization, which is responsible,
among other things, for complying with all local occupational
safety regulations, for training and education measures,
and for recording and evaluating accidents. Throughout
the Group, the Work Accident Indicator (WAI) serves as
the most important key performance indicator for recording
and evaluating the development of occupational safety at
all sites on the basis of reported accidents with lost work days.
Three key figures are defined for better comparability:
WAI 1 refers to the number of reported accidents with lost
work time of one day or more per million working hours.
WAI 2 comprises the number of reported occupational accidents
with lost work time of more than three days per
million working hours. And WAI 3 represents the number of
lost work days due to reported occupational accidents
per million working hours. ALTANA determines the working
hours on the basis of the actual hours worked. If such
recording is not possible, a qualified estimate of the average
hours worked is made. Accidents are recorded directly
on site and reported to a defined group of persons within
48 hours. On a quarterly basis, the reported accidents
with lost work days are evaluated in a global IT system. Sub-
68 Innovation, Employees, Environment, and Safety