Page 44 - RAFI_ESG_20230919_eng

44 TRAINING AND FURTHER TRAINING

RIMA total funding

2018 2019 2020 2021 2022 workshops is to increase personal development po-
tential through self-management and increasing read-
Bachelor study 4 9 1 5 3 iness for change. The results are a closer identifica-
Master study 1 2 7 3 5 tion with RAFI as a company, and an increased sense
Master craftsman 2 1 3 of belonging bolstered by material that covers topics
Technician 1 1 1 such as cooperation and communication.
Partial qualification 6 9 4 5 4
Practice-int. Course of study 2 1 1 2 2 5.2.6 Digital training platform
Retraining 6 4 3 2 3 Since 2020, a new online training resource has been
Thereof full-time 9 6 4 5 6 available to our employees in the form of the LEAR-
Thereof part-time 11 22 14 15 11 NIE digital learning platform. The formats provided on
the platform range from e-learning and online training
5.2.5 Personality development with “PEP” to webinars and blended learning. Participants can
RAFI attaches great importance to the personal, indi- access and digitally manage the courses whenever
vidual development of its employees. With our “PEP and wherever it suits them. A total of 20 employees
me up” program, we have been offering modular were trained as authors, enabling them to prepare
workshops in our German subsidiaries to improve topics and content for e-learning courses with special
personal skills and identification with the company relevance for RAFI. We also procure e-learning train-
multiple times a year since 2017. The training cours- ing on general topics from external providers – includ-
es, which are open to all employees, follow the “Of ing mandatory courses such as occupational health
RAFI for RAFI” slogan and are designed and imple- and safety or IT security and wide-ranging offers for
mented by an internal project team. The goal of the voluntary training, such as courses on common soft-