Cross-generational personal development programme at MM
We understand personal development as investment in qualified and motivated employees*) – a significant pillar for the sustainable success of MM. The training programmes at MM are multifaceted and tailored for the respective target groups and the requirements of our company.
‘Young Professionals‘ programme
Young people eager to learn are offered a training path through the ‘Young Professionals‘ programme which goes far beyond a conventional traineeship. Not only are participants trained as expert specialists, they are also encouraged in their personal development. Participation in four seminars each year at the MM training academy is mandatory and English courses build on the extensive training. In order to ease the professional start and settling in to the company, all participants are assigned an apprentice from an earlier training year as a sponsor at the start of the apprenticeship, who supports them with their knowledge experience.
In 2012, we started the ‘Young Professionals ++‘ programme as an extension where the trained individuals or young specialists receive support in their further training to become specialists or in taking on leadership responsibilities, meaning they can optimally follow their personal career path.
‘Explorer‘ programme
The ‘Explorer‘ programme lasts for a year and offers employees from the finance and sales areas the opportunity to gain experience in an international scope and become familiar with and implement best-practice models from the respective specialist areas. The aim is to train future MM mill controllers and Key Account Managers. Of course, market and customer-orientation are also key topics in the training programme. Mentoring ensures continuous knowledge transfer and supports personal and professional development.
‘Ranger‘ programme
3 years at 3 locations with 3 different tasks – these are the central points of the demanding Ranger programme where we aim to promote our top executives of tomorrow. The goal after graduation is to be able to take on a management position in the company.
‘High Potentials‘ who participate in the Ranger programme need specialist qualifications in addition to high motivation and high location flexibility: an excellent technical or business university or college degree is as much a precondition as fluency in at least two foreign languages. The participants are assigned a project each year which they implement in addition to their work in running operations. Here, the Rangers put to the test their business thinking as well as their communication and implementation skills for MM and also in the interests of our customers.
‘Methuselah‘ programme
Our long-term employees have extensive and valuable experience and knowledge which they are also glad to pass on to younger colleagues. And this process does not need to end when they reach retirement age. The change in the roles of mentors and consultants is often considered very enriching, uses the knowledge security in the company and enables the realisation of potentials. The ‘Methuselah‘ programme does not look at dates of birth, rather at the lasting customer-orientation and passion developed over many years.
All these personal development programmes have a common goal: to put each individual employee in a position where they can perfectly develop their individual skills. Only when our employees develop we can meet the challenges of the market and our customers as they would expect in the future.
