Talent Pipeline Strategy
At Alm. Brand Group, we value our employees’ development and learning. We strive to ensure that employees have the necessary skills to perform at their job and the opportunity to grow in their career. We follow a so-called 70/20/10 learning approach. This means that we operate on the principle from 70% of the learning comes from daily work, 20% from interaction with colleagues and peers, and the remaining 10% from more formal training such as physical or online courses, webinars, lectures, etc.
Together with their manager, the employee will find the best path for personal and professional development. All employees have semi-annual and annual review conversations with their managers. These discussions assess performance and behavior, define development goals, and explicitly address employees’ career aspirations and opportunities. In all management groups, a “people review” is conducted as preparation for the annual reviews, evaluating employees based on predefined parameters, with a particular focus on talent retention, development, and motivation—such as through project assignments or transitions to other roles. The goal is to be an attractive workplace where employees can thrive and have the desire to learn and develop continuously.
When it comes to recruitment, forecasts for the expected development in staffing are continuously prepared. Employer branding campaigns are regularly initiated with the purpose of attracting the right talents.
Learning and Leadership Development Programs for Managers
A range of development modules is offered, prioritized based on the most common development needs among managers.
New leaders participate in a specialized onboarding program that introduces them to the company’s leadership principles, strategy, values, and key processes.
Managers in the Alm. Brand Group are offered the opportunity to participate in a mentorship program. This is an internal development programme for those who wish to strengthen their leadership behaviour in collaboration with an experienced internal mentor. The program runs over a period of 10-12 months and is both ambitious and structured, with monthly mentoring sessions as well as semi-annual knowledge-sharing meetings, where mentors and mentees share experiences and insights.
At Alm. Brand Group, managers are also given the opportunity to join a leadership network, which provides a chance to share and expand knowledge, experiences, and relationships with fellow managerial colleagues within the company.
An annual seminar for all company managers focuses on a theme relevant to achieving the company’s strategic goals.
Training and Competence Programs for Employees
All employees have annual full and half-year review conversation with their manager, where they receive feedback on their performance and behaviour, as well as their defined development goals. Decisions are made regarding employees’ ongoing career aspirations and opportunities, as well as having a dialogue about well-being at work.
The company emphasizes development through challenging tasks, as research shows that learning on the job is the most effective form of learning. To strengthen our employees' professional and personal development as well as to create even better opportunities for learning for all employees, we offer digital learning options through GoLearn. GoLearn is an external learning platform that complements our other learning offerings, such as Actimo, Kompetencepuljen, the Insurance Academy (FOAK), FOAK Learn (the Insurance Academy’s digital learning platform), and Udemy online courses.
Additionally, budget resources are allocated for employee competence development through participation in courses.
Each year, a number of professional courses are developed and offered, listed in the company’s internal training catalogue.
New employees participate in a company-wide onboarding program, supplemented by specialized onboarding programs in the major business areas.
At Alm. Brand, all insurance-related training and certifications are conducted in collaboration with the Danish Insurance Academy (‘Forsikringsakademiet’).
Sales employees undergo ongoing certification and re-certification programs conducted by the industry’s own educational institution, the Insurance Academy.
A large group of employees are subject to formal IDD requirements, which are continuously monitored and updated.
In addition to this, some training programs are mandatory for all employees to complete on an annual basis. This includes online courses in: Code of Conduct, GDPR, Compliance and IT-security.
Apprenticeship Programme
Alm. Brand offers a finance apprenticeship designed to prepare individuals for a successful career in the insurance industry. The program spans over two years, during which trainees receive both practical on-the-job learning and more theoretical education at school.
Trainees typically allocate several days per month to attend school, focusing on theoretical knowledge and participating in project work and assignments. These educational components are essential for providing a solid foundation in finance and insurance principles.
The remaining time is dedicated to hands-on experience at Alm. Brand Group. Trainees rotate through three different departments, gaining exposure to various aspects of the business. This rotation ensures a well-rounded understanding of the company's operations and insurance products, from underwriting to claims processing.
Upon completion of the program, many of our trainees continue in a permanent position at Alm. Brand Group. This outcome reflects the company's commitment to nurturing talent and investing in the professional growth of its trainees.
Alm. Brand recruits a new group for the finance apprenticeship every year and continuously has around 25 finance trainees participating in the program.