13.7
Average number of training hours per person in own workforce
Personal development
We invest in our people by offering training, on-the-job learning tracks and personal development plans to keep our employees on top of their game, motivated and engaged
C-academy – talent development
Launched in 2022, the C-academy is a specialised training platform facilitating internal and external training for employees at all levels with the aim of promoting lifelong learning and fostering the growth of our workforce’s talents.
In 2024, we implemented a new learning management system and have a dedicated team whose role it is to make sure that our employees can participate in the training to help them advance in their careers.
Employees can book internal and external trainings via the LMS and follow eTrainings and webinars.
Talent development
“Be better every day” is one of our values we’re acting upon with high priority. Talent Development is one of the key levers to live up to this value.
We managed to receive feedback from almost every company and can monitor a positive trend in the evolution of training hours.
When comparing the 2022 and 2023 KPI’s for the same scope (majority of Belgian entities), we end up at the same result as last year: 11.4 h/ employee.
Training hours
In this overview we show the sum of internal and external training hours, split per gender and employment type.
*scope: complete group (except of Sobeltec, Technocon, C-bimco, C-serbia, Imtech Engineering)
S1-13, DP 83b
| Number of hours | Average training hours | |
|---|---|---|
| Male employees | 22,316.75 | 13.47 |
| Female employees | 3,622.75 | 13.78 |
| Grand total training hours | 25,939.5 | 13.71 |
Career development
At Cordeel, there are continuous – more informal – feedback moments throughout the year.
It’s also our ambition that all employees receive one formal performance review annually.
In 2024 57.24 % of employees* received a formal annual performance review.
We prefer internal promotions over new hires, so before publishing new vacancies, we always check whether there’s a good fit within our own organisation. Discussing the career ambition and possibilities is one of the key topics of the annual performance review which support internal mobility.
*scope: companies from Netherlands, Bulgaria and Belgium (except of BMS, C-tech, C-energy, Off Site Belgium, Technocon)
S1-13, DP 83a
| Number of reviews | % of total | |
|---|---|---|
| Female employee reviews | 149 | 56.67% |
| Male employee reviews | 934 | 57.65% |
| Total | 1,083 | 57.24% |