Atlas Copco believes in life-long learning and employability and also in regards of an ageing workforce, it ensures training for its employees.
Competence development is part of attracting and keeping satisfied employees. The goal is that employees should receive the training and coaching needed to achieve good results and an appraisal each year, regardless of professional category, including on-the-job training. In 2011, the total number of training hours was 1 583 557; the average number of training hours per employee was 45 (40). The increase is primarily explained by business growth and an increase in new employees. Some training initiatives include local Atlas Copco Academy training in Russia, China, India and South Africa, management training, sales and service training.
While training seminars and workshops remained the most popular way of offering training within Atlas Copco, the Group also focuses on distance learning, for example e-learning courses and webinars.
In 2010, the Group launched new leadership training, the Atlas Copco Discovery program for general managers and Atlas Copco Explorer for managers reporting to general managers. It is a world-class training program that will be run yearly in different regions and a member of Group Management will host the seminars.
Certain training courses are mandatory to all employees; one is the introduction course named Atlas Copco Circles, which comprises the Business Code of Practice, and another is the safety, health and environmental awareness training.
All business areas have comprehensive competence development programs in place. For example Atlas Copco in Örebro launched a program with short-term assignments abroad to increase the competence development but also to increase diversity. Training initiatives also include local Academy training in Russia, China, India and South Africa, management training, sales and service training.
One measure of success of the focus on competence building within Atlas Copco is the percentage of employees with a university degree or higher. In 2011, 51% of the white-collar employees had a university degree or higher. During the year, 84% (74) of all employees had an appraisal, an annual performance and career development review.