Merck’s future success and growth is highly dependent on its innovativeness. Therefore the competence, capabilities and engagement of employees in all sectors in which Merck operates are crucial to the success of the company.
The talent markets relevant to Merck are characterized by intensive competition. The competition is additionally intensified by the scarcity of qualified specialists in the sectors in which we operate and by demographic challenges in the global markets. Therefore sourcing, recruiting and retaining key specialists and talents within Merck is one of the key priorities for the company.
In order to address the talent challenges that Merck faces, Merck is globally implementing integrated programs to ensure future success. These global programs enhance a series of different aspects that are important in order to be successful in the talent markets.
Merck is investing in a global employer brand, which communicates the Merck Values and the unique employer value proposition that Merck provides to its current and future employees. In addition to that, we will be streamlining and ensuring an integrated global recruiting process.
Merck regularly measures the engagement of its employees. The results of the employee survey show managers and employees the key challenges for Human Resources; they identify the key improvement areas for Merck to focus on in order to motivate and retain employees.
Merck has been investing in talent processes for a number of years. Through a global talent and succession management approach, Merck analyzes current and future capability gaps for the business. Merck’s sourcing strategy is aligned with the outcomes of the Talent & Succession Management Process. In addition to all of the above, the Reward and Development strategy is being more strongly aligned to the needs of the business. Through our Total Rewards Policy, we ensure that we offer competitive compensation in all relevant markets.
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