An interview with Janina Cußmann, Director of HR
Why is providing a Learning and Development (L&D) initiative so important for AMBOSS right now?
The pandemic, changing employee needs, and the company’s continued growth led us to reconsider our priorities, in order to continue to help AMBOSS thrive and stay successful.
From an HR perspective, we’re currently working towards three main goals that the L&D initiative will be supporting:
- Great leadership: This is a core element that will lead people to success and ensure employee engagement and retention. We’re investing in a customized leadership program to be able to shape the content as much as possible to our specific needs.
- Higher retention rates: Covid-19 changed the employee market significantly, making employee retention a priority for us. Our success stems from a long-term commitment to our employees, so we are obviously interested in investing in their learning and development. We’re excited to make this our priority and build long-term loyalty by making a workplace that equally benefits employees and employers.
- Employee connection to business goals and customers: The L&D initiative will help us more effectively connect employees to our company goals, products, and customers. This is especially important after a long period of consistent growth — these things were already happening organically. Adding remote work to the mix amplified the need to take action here. We’re very aware that AMBOSS’ success rests on AMBOSSians’ understanding of the specific needs and wants of medical professionals around the world.
How is the L&D team set up?
We have two core members of the L&D team; the fabulous Joana and Giuseppe.
We are fortunate to benefit from Giuseppe’s extensive experience from his previous L&D roles, and Joana’s background as an HR Business Partner (HRBP) in the engineering department and her academic studies in the L&D field. Together, they’re unstoppable when it comes to quickly identifying L&D needs and desires.
On top of that, we offer an extensive portfolio of internal and external trainers — the latter being a partnership with CoachHub, which we’re very excited about.
How do you measure success?
Our main indicator is - you probably guessed it - retention rate. Another measurement pillar that’s just as important is our employee Net Promoter Score (eNPS) on Workday Peakon Employee Voice.
By closely monitoring feedback, we can gather valuable data regarding the success of our L&D initiatives, while simultaneously making sure we keep a holistic view of our initiatives and keep our eyes on our growth goals.