SuccessConnect 2019 London

· Events, News

get inspired on HR innovations – SuccessConnect brings together leading minds and influencers in HR management from June 3-5, 2019 to share the latest technologies, strategies and best practices for Human Capital Management in the cloud and Digital Transformation in HR.

We look forward to meeting you in London at our booth (G3) or as part of our presentation “Benchmarking HR Digital Europe 2019 – Is HR still lagging behind in digital transformation?”

Mercer and Promerit invite you to the opening of SuccessConnect for drinks & snacks at Old Mary´s on Monday evening. In the cosy atmosphere of the bar, the participants will learn more about the “Global Talent Trends” and how we can advance the human-centered transformation.

Date: Monday 03 June, 2019
Time: from 21:00 o’clock
Location: Old Mary´s, 24 Craven Terrace, Lancaster Gate, London

We are available to answer your questions about the event and our SAP SuccessFactors services.

Simon Schwarzhaupt

Marcus Reidenbach

Unleashing People Analytics beyond HR

· Events, News

 Join our event “Unleashing People Analytics” in Frankfurt on May 22nd

Today HR can use data from various sources, giving the HR management the opportunity to combine this data and make evidence-based decisions. Our event in Frankfurt will focus on how we can leverage People Analytics beyond HR.

Let’s get together with drinks and snacks to discuss the opportunities People Analytics provides for HR and other business functions.

Unleashing People Analytics

May 22, 2019

Start: 6 pm

Promerit Office Frankfurt

Language: English


18:30-19:00   Opening & Networking

19:00-19:30   Welcome & Introduction from Soumyasanto Sen & Julia Altenburg (Organizers & People Analytics Leaders)

19:30-20:30   How to use Best Practices from Digital Marketing in People Analytics: Interactive Session from Dr. Johannes Fuhr (Predict42 GmbH)

20:30-21:00   Empowering Managers with Real-time Engagement: Insights from Peakon

21:00-21:30    Closing & Networking


Register now via meet-up or send us an e-mail at

New Work, agile, fluid…

· News, Public Relations

Kai Anderson, F.A.Z., 17.2.2019

Don´t listen to the chatterboxes

The New Work movement bypasses the working reality of many people.

It is subject to partially dangerous illusions; the democratization of decision-making leads to the collectivization of responsibility and thereby a lack of commitment.
It rests on an assumed image of human beings, which only characterizes some of us (not everyone wants to work autonomously).
Above all, it ignores the constraints of the job itself (a care-worker cannot work remotely from a café).
Many impulses stemming from New Work are nonetheless correct. They, quite rightly, question our current ways of working.

Read more about this topic in the article “Hören Sie nicht auf die Dampfplauderer” by Kai Anderson in the current Sunday issue of F.A.Z.

More important however, than the question of how we will work in the future, is the question “what work will we do in the future?”. What will the content of our work be as new technologies are continually developed? Which activities will comprise the job profiles of the future? And what skills will we need? How will we develop them?

We view answering these questions as HR management’s primary task in the upcoming years. We define these strategic areas of action as the ‘Human Work(s)’ and have dedicated a new series of events to this topic, which will begin in September in Cologne.

About the Author

Kai Anderson is one of the leading transformation experts in Europe. He is the founder and CEO of Promerit, a management consultancy specialising in transformation and people management. Executives trust his expertise in organizational and cultural development in the reorganization of their company.

In 2017, the “Personalmagazin” repeatedly named him one of the “40 leading minds in human resources”. Kai Anderson is a frequent speaker at professional events and author of the books “The Agile Company” and “Digital Human – The Human Being at the Center of Digitization”.

2019 Global Talent Trends webcasts – Register now!

· Events, News

We are excited to share the findings of Mercers´ 2019 Global Talent Trends Study in a complimentary global webcast series. Join our upcoming live events to explore this year’s top trends and learn how high performing organizations are building their workforce for the future. See details below and sign up to attend.

This year’s study focuses on the importance of Connectivity in the Human Age. Mindful of the human capital risks associated with constant change, organizations are realizing that people-centered transformation is the key to transferring the shockwaves of disruption into sparks of brilliance.


Register to attend.


The five winners of the Corporate Culture Award

· News

Frankfurt am Main – November 15, 2018 saw the premiere of the Corporate Culture Award (CCA). The first award for outstanding company culture was presented against the celebratory backdrop of the 10th German Economic Forum at Frankfurt’s Paulskirche. The prize-winners include Heraeus in the “Digital Culture” category and PSD Bank in the “Change” category, while the Otto Group won the prize for the “Shared Value” category and Kärcher claimed the honors for “Best Story”. On top of this, Covestro was also presented with a special prize for innovation culture.

The very first Corporate Culture Award was presented by HR and transformation consultancy Promerit, together with culture analysts Deep White, the Serviceplan Group, and the newspaper Die ZEIT. Five companies were honored for their outstanding corporate culture.

The award, which from now on will be presented annually, is based on a dual-level process whereby a jury comprising representatives from academia, media and business evaluate the cultures of companies and their managers. In the second stage, an academically-oriented culture analysis is undertaken. In this first edition of the award, 13 finalists were chosen from 153 nominations.

Heraeus – winner of the “Digital Culture” category

Heraeus is the world’s biggest manufacturer of synthetic quartz glass. With more than 100 locations in 40 countries, it is among the biggest family-run companies in Germany. Heraeus has recognized that competent and motivated employees are a crucial factor for success, since they show their own initiative and willingness to develop further – partly because the company itself provides the appropriate options for this. This can only work on the basis of a mature corporate culture, which explains the outstanding performance in the area of the “Corporate Citizenship” category.

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    With “TRAIN THE TEAM”, Heraeus has launched a digital learning platform that is used by around 650 employees in the company. It forms the basis for entrepreneurial knowledge transformation. The induction process is being continually improved and competences further developed, while experience and knowledge are gathered and innovations driven forward. Heraeus’s “Learning Management System” takes employees into a digital world – and it has long since proven itself to be a resounding success.

PSD Bank – winner in the “Change” category

PSD Bank Nürnberg is an online bank with personal service. The services and advantages of a private customer bank are combined with the conditions and processes of an online bank – and the bank trades based on cooperative principles.

In 2015 PSD Bank revised its overall position. This was then translated into specific USPs for customers and into actions for employees, while the mission statement “Clarity in every relationship” was also developed. With three-way harmony between new forms of working, togetherness and responsibility, a measurable corporate culture is taking shape.

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    The results of the comprehensive process can be found in the “Culture Book”, for which the company received an award.

    Among all the submissions, PSD Bank had the highest Value Performance Index overall in the cultural analysis. This value relates to cultural dimensions such as “humanity”, “competence”, and “corporate citizenship”, and confirms the notable value orientation in the areas of “creativity”, “risk-readiness”, “error culture” and “open to new ideas”.

Otto Group – winner in the “Shared Value” category

The Otto Group scored points for its extraordinary “impACT” management process. This analyzes the effects of all social activities along the value-creation chain, from the origin of the products to their sale. With a pullover, for example, the chain is traced all the way back to the cotton-picker in the country of origin in order to put a specific figure on the ecological burden on the environment.

Using these sorts of fact-based study results as a basis, business processes can be oriented to be equally efficient and sustainable. This way, deficits that occur for humans and nature as a result of a company’s business activity can be compensated for and thus, at the same time, an added social value is created.

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    The fact that the category winner genuinely creates added value that doesn’t just hang on posters on office walls, but rather is measurable and put into practice, is also confirmed by employees in the culture analysis. The results show impressively how entrepreneurial thinking, social sustainability and social responsibility can be anchored in the culture of a company.

Kärcher – winner in the “Best Story” category

The success story began back in 1935 when the family-run company was founded. From Europe to Asia, America, Africa and Australia: Today, more than 12,000 employees from almost 70 countries work in the company.

The “Culture Excellence” initiative at Alfred Kärcher SE & Co. KG creates a protected framework for the development of the corporate culture. Employees are urged to be involved in shaping the culture themselves, and in addition to this, lots of formats, workshops and events are held to address cultural issues. One particularly suitable example is the “Employee World Meeting”, whereby teams that span different countries and functions work together on the matter of culture. This broad spectrum of methods was evaluated particularly positively by the jury.

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    Alongside all these ideas and projects, there is also one particular person who can be considered the driver of the culture: The CEO of the company, who is careful not to engage only at board level, quite the contrary in fact. In formats such as “Over a coffee with…” he holds numerous meetings with employees, and addresses what is really needed internally.

    Kärcher is exemplary in showing that communication is a path and not a result. The link between strategy and culture is crucial.