Health at Asklepios is all about teamwork. By pooling their efforts and skills, our employees dedicate themselves every day to the welfare of our patients. But their work is demanding: The shortage of qualified staff, increasing legal regulation, a heavy workload and the best possible integration of international colleagues are among the issues that we face.
Only with healthy, well-rested and motivated employees can we ensure the highest quality of treatment. We therefore want to offer our employees optimal support – with attractive working conditions, professional health management, training and education opportunities and a good work-life balance.
The human resources strategy at Asklepios is derived from the Group strategy and the associated target of becoming one of the leading players in the private hospital sector. To secure specialist staff for the long term, we have defined the following human resources action areas on this basis that apply throughout the Group:
Competence development
Developing the competencies of employees for current and future tasks and changes.
Leadership
Focusing on the topic of leadership in all hierarchies and professional groups and establishing the leadership principles as a basis for the Asklepios leadership culture.
Loyalty
Retaining competent and dedicated personnel in the company and making the company interesting for new employees.
Demographics
Designing processes, working environments and new occupational profiles for the future demographic trend and resulting requirements while at the same time respecting human rights, for instance, by giving appropriate consideration to the needs of older employees.
We determine key figures across all dimensions in order to measure and compare the success of our efforts. The healthcare facilities can turn to the Group Human Resources division with its departments for personnel development, personnel administration, personnel controlling, personnel marketing and labour law as a service provider. The Group Care division also offers expertise and support. Both divisions jointly develop personnel concepts, initiate projects for standardising personnel management processes and cooperate with works councils and parties to collective agreements.
Popular employer
Our efforts to be a good employer and to create an attractive working environment are also gaining external recognition. In 2022, we won the following awards:
Awards in 2022
| Best Managed Companies Award 2022 | Deloitte Private, Credit Suisse, Frankfurter Allgemeine Zeitung, Federation of German Industries (BDI) |
| Companies of the Year 2022 | Focus/ Focus Money |
| Very High Corporate Responsibility 2022 | Die Welt/ Service Value |
| Health Champions 2022 | Die Welt/ Service Value |
| Top Fairness at Work 2022 | Focus/ Focus Money |
Boosting employee health
With active health management and prevention measures covering all aspects of occupational health and safety, we want to play our part in keeping our employees fit and healthy in a sector that is characterised by increasing workloads. Difficult and constantly changing working hours make working in hospitals particularly stressful.
“Asklepios Active”: occupational health management
Our occupational health management measure “Asklepios Active” supports the employees in our hospitals and aims to create a healthy workplace and offer incentives to encourage a well-balanced lifestyle. We are targeting the nationwide implementation of offers to promote the health of our staff – especially in our action areas of movement, nutrition and stress management. 88% (previous year: 96%) of all Asklepios hospitals offer health options relating to exercise, while 93% (previous year: 93%) support their employees with healthy eating and 68% (previous year: 64%) with stress management.
In 2023, we want to supplement these action areas with “Other health offers” such as influenza vaccinations, company doctor consultation hours, opportunities to donate blood and seminars on health-oriented management.
We measure our success based on the number of hospitals with at least one offer in three of the four specified action areas. In the reporting year, 35 hospitals/facilities provided offers in at least three of the action areas.
We want to provide our employees with opportunities to boost their health at the workplace as well. Due to COVID-19 and illness, however, fewer resources were available in the action area of exercise in 2022.
Prevention: regular dialogue
A total of 51 (previous year: 60) prevention officers are responsible for 57 hospitals and thus for coordinating and implementing our health management measures. At the invitation of the Group Human Resources division, the prevention officers meet once a year to network and share their experiences. The meeting did not take place in 2022 due to the pandemic, but was instead held in January 2023. The prevention officers report regularly to their respective hospital management and once annually to the Group Human Resources division.
External employee counselling provides support with problems
All of our employees have access to the Employee Assistance Programme (EAP) offered by the Asklepios subsidiary INSITE. External employee counselling supports our employees going through difficult situations – anonymously and without the knowledge of Asklepios. The support offered ranges from arranging appointments with medical specialists to help with mental health problems or caring for family members, as well as debt counselling, legal assistance and team coaching. In addition, our employees can find extensive information on health topics and offers on the Asklepios intranet.
Occupational health and safety
We align specific measures to ensure occupational health and safety with regulatory requirements and labour law standards. We carry out regular checks of our hospitals through systematic workplace inspections, stress analyses and risk assessments. Newly hired staff members are mentored by experienced colleagues and attend mandatory training courses to guarantee safe interaction with patients and medical equipment.
Reporting hazardous situation
Employees can use the Critical Incident Reporting System (CIRS) to report critical incidents, processes or events that could pose a danger to patients or staff members. For particular hazardous situations in our psychiatric facilities, we have mandatory emergency plans in place that are specific to each location.
Promoting training and education
With a total of around 3,600 training places nationwide, Asklepios is one of the largest training providers in the German healthcare system. In twelve training centres, we offer nursing, medical and therapeutic training roles as well as dual study programmes. Added to this are the various business and IT training roles. Doctors-to-be can gain an officially recognised university qualification in medicine at the Asklepios Campus Hamburg (ACH).
Our goal is to satisfy a significant portion of the growing demand for personnel with our own junior staff. This is why we give a binding commitment to all nursing trainees who complete their probationary period to offer them a full-time position. To attract qualified management staff, we set up a trainee programme a few years ago, on which twelve women and ten men are currently enrolled. As part of this programme, the prospective management staff will, among other things, work for three to six years as (junior) hospital managers to support the hospital management.
International specialist staff
In addition to recruiting from our own junior staff, we also train and recruit specialist staff from abroad. Asklepios has taken on international nurses from 39 countries, including 260 from the Philippines.
Education offerings – digital and on-site
For our business to succeed, it is essential that our employees continue to undergo further training that will equip them for ever-changing work requirements. Our education offerings include measures to maintain and expand professional expertise in the medical, nursing and administrative fields as well as measures for self-management and developing management skills. Education and further training are offered by the individual hospitals as well as centrally by the Asklepios training centres, technical schools or, for example, the Institute for Emergency Medicine.
With the AskNow software solution, Asklepios introduced a digitalised platform for e-learning and event management in 2022. The system serves as an all-in-one solution for planning and implementing training courses and conferences. It provides labour-saving, automated processes and reports for the organisation, administration and implementation of training courses and events – whether for online, hybrid or face-to-face formats. AskNow helps us improve the quality, reach, availability, efficiency and documentation of education, training and events. See page 18, paragraph on “E-learning on principles of conduct”.
In the coming year, we intend to expand our range of digital training and events further using the AskNow platform.
Ensuring a good work-life balance
Ensuring a good work-life balance is a top priority for us at Asklepios. We want to create the conditions that enable our employees to meet their work and family commitments equally. Only by providing family-friendly working conditions can we hope to retain qualified personnel in the long term.
Flexible work
To support our employees who are caring for their children and relatives, we offer part-time models as well as special holidays. We promote tailored, flexible work time models, for example, with the project “Autonomous Teamwork” (SAT). To give employees greater control over their personal plans, we support the use of reliable duty rosters and associated management of personnel shortages. At some of our hospital locations, we have also set up day-care centres or more advanced child-care facilities for the children of our employees.
Key figures for the area of employees
| Parameter1 | Unit | 2022 | 2021 | 2020 | GRI |
|---|---|---|---|---|---|
| Total employees (including trainees)² | Headcount | 67,361 | 67,415 | 67,630 | 2-7 |
| Employees covered by collective agreements (not including MediClin AG and Rhön-Klinikum AG)³ | Headcount | 20,493 | 22,951 | 23,119 | 2-7 |
| Total employees with permanent contracts | % | 82.7 | 80.2 | 85.1 | 2-7 |
| Female | 73.2 | 73.2 | 73.4 | 2-7 | |
| Male | 26.8 | 26.8 | 26.6 | 2-7 | |
| Total employees with temporary contracts | % | 17.3 | 19.8 | 14.9 | 2-7 |
| Female | 68.3 | 69.1 | 66.1 | 2-7 | |
| Male | 31.7 | 30.9 | 33.9 | 2-7 | |
| Total full-time employees (not including trainees) | % | 51.9 | 56.6 | 54.1 | 2-7 |
| Female | 58.2 | 63.1 | 61.7 | 2-7 | |
| Male | 41.8 | 36.9 | 38.3 | 2-7 | |
| Total part-time employees | % | 48.1 | 43.4 | 45.9 | 2-7 |
| Female | 81.8 | 84.6 | 84.9 | 2-7 | |
| Male | 18.2 | 15.4 | 15.1 | 2-7 | |
| Management positions4 | % | ||||
| Female | 32.7 | 29.9 | No data | ||
| Male | 67.3 | 70.1 | No data | ||
| Trainee positions | Number | 3,583 | 3,752 | 3,752 | |
| Trainees in the Asklepios junior management training programme | Headcount | 26 | 25 | 27 | |
| Female | 15 | 14 | 16 | ||
| Male | 11 | 11 | 11 | ||
| Occupational profiles (initial training) | Number | 14 | 14 | 14 | |
| Time absent5(absence due to illness with continued pay) | % | 6.6 | 5.5 | 5.5 | 403-2 |
| Medical service | 3.7 | 2.6 | 2.7 | 403-2 | |
| Medical-technical service | 6.2 | 4.7 | 5.2 | 403-2 | |
| Functional service | 7.6 | 6.3 | 6.5 | 403-2 | |
| Nursing service | 7.7 | 6.6 | 6.3 | 403-2 | |
| Employee turnover6 (by professional group) | % | ||||
| Medical service | 28.1 | 27.0 | 25.4 | 401-1 | |
| Nursing service | 19.7 | 18.1 | 17.1 | 401-1 | |
| Medical-technical service | 25.8 | 25.1 | 21.6 | 401-1 | |
| Functional service | 19.1 | 17.6 | 18.6 | 401-1 | |
| Hosp. maintenance staff | 28.2 | 24.0 | 25.6 | 401-1 | |
| Financial/supply service | 30.4 | 24.2 | 24.9 | 401-1 | |
| Technical service | 18.5 | 18.2 | 15.8 | 401-1 | |
| Administrative service | 25.4 | 23.1 | 25.6 | 401-1 | |
| Special services | 16.5 | 15.4 | 9.0 | 401-1 | |
| Training centre staff | 22.0 | 18.2 | 15.3 | 401-1 | |
| Other staff | 46.6 | 59.8 | 85.8 | 401-1 | |
| Joining the company (by age and gender) | % | ||||
| Female | 70.5 | 70.1 | No data | 401-1 | |
| Male | 29.5 | 29.9 | No data | 401-1 | |
| <20 | 8.7 | 8.9 | 5.1 | 401-1 | |
| Female | 9.7 | 10.0 | 5.4 | 401-1 | |
| Male | 6.3 | 6.4 | 4.5 | 401-1 | |
| 20-29 | 34.1 | 36.8 | 35.3 | 401-1 | |
| Female | 35.1 | 37.0 | 35.7 | 401-1 | |
| Male | 31.9 | 36.2 | 34.3 | 401-1 | |
| 30-39 | 28.8 | 26.9 | 27.7 | 401-1 | |
| Female | 27.3 | 26.0 | 25.6 | 401-1 | |
| Male | 32.4 | 29.1 | 32.4 | 401-1 | |
| 40-49 | 15.0 | 14.2 | 16.4 | 401-1 | |
| Female | 14.7 | 13.9 | 17.0 | 401-1 | |
| Male | 15.6 | 15.0 | 14.9 | 401-1 | |
| 50-59 | 9.9 | 9.9 | 12.0 | 401-1 | |
| Female | 10.1 | 10.2 | 12.9 | 401-1 | |
| Male | 9.4 | 9.0 | 9.9 | 401-1 | |
| >=60 | 3.5 | 3.3 | 3.6 | 401-1 | |
| Female | 3.1 | 2.9 | 3.4 | 401-1 | |
| Male | 4.4 | 4.4 | 4.0 | 401-1 | |
| Age structure | % | ||||
| <20 | 2.4 | 2.5 | 0.8 | No data | |
| 20-29 | 18.9 | 18.7 | 15.8 | No data | |
| 30-39 | 24.2 | 23.2 | 24.0 | No data | |
| 40-49 | 20.7 | 21.0 | 22.4 | No data | |
| 50-59 | 23.0 | 24.7 | 26.8 | No data | |
| >=60 | 10.7 | 9.9 | 10.2 | No data | |
| Training expenses | EUR million | 20.3 | 14.1 | 12.6 | 404-1 |
| EAP expenses | EUR thousand | 1,152.0 | 1,166.07 | 402.4 | |
| Prevention officers | Headcount | 55 | 60 | 62 | |
| Number of hospitals that provided offers in the action area of exercise | Number | 50 | 53 | 53 | |
| Number of hospitals that provided offers in the action area of nutrition | Number | 53 | 51 | 49 | |
| Number of hospitals that provided offers in the action area of stress management | Number | 39 | 35 | 46 | |
| Newly hired specialist staff from the Philippines | Headcount | 260 | 267 | 139 | 203-2 |
| 1 Due to the calculation method, there may be rounding differences of +/- 0.1% | |||||
| 2 Employees of Asklepios Kliniken GmbH & Co. KGaA, including MediClin and Rhön | |||||
| 3 The granulation in accordance with GRI cannot be derived from the Group-wide data warehouse system. The key figures are therefore based on the Hamburg SAP HR system and were extrapolated for the total number of employees. The total number of employees was determined as of October 2022 and does not include trainees | |||||
| 4 Management positions relate to the level of senior consultants and senior physicians as well as the management and Group department management | |||||
| 5 Reference period: Oct. 2021-Oct. 2022/days absent that were recorded by the HR system | |||||
| 6 Oct. 2021-Oct. 2022/including all exit types | |||||
| 7 2020 excluding revenue from critical incident stress management (CISM), 2021 increase on previous year results from expansion of EAP to healthcare facilities | |||||