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 annual full- and half-year 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, “people review” evaluate 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 you can thrive and have the desire to learn and develop constantly.
Regarding recruitment, ongoing forecasts are made for expected workforce development. Each half-year, decisions are made about which organizational areas to prioritize for employer branding campaigns, aimed at attracting the right talent.
In terms of succession management, the board’s nomination committee creates an annual succession plan, and the executive leadership conducts “people review” to identify leaders with potential for executive director roles.
Learning and Leadership Development Programs for Managers
All managers undergo an initial assessment based on 360-degree feedback, which informs their individual development goals. Later, they receive a “progress report” based on the same feedback.
Additionally, 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.
An annual seminar for all company leaders 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 conversation with their manager, where they receive feedback on their performance and behavior, as well as their defined development goals. Decisions are made regarding employees’ ongoing career aspirations and opportunities.
The company emphasizes development through challenging tasks, as research shows that learning on the job is the most effective form of learning. 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 training catalogue.
Career paths within the sales organization are mapped out and formalized, while career paths in other major business areas are still under development.
Sales employees undergo ongoing certification and re-certification programs conducted by the industry’s own educational institution, the Insurance Academy.
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’).
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: 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.