Merck’s future growth is highly dependent on its innovativeness. Therefore, the expertise and engagement of employees in all sectors in which Merck operates are crucial to the success of the company.
The markets relevant to Merck are characterized by intensive competition for qualified specialists and by demographic challenges. Therefore sourcing, recruiting and retaining specialists and talent at Merck is one of the key priorities for the company.
We address these challenges, among other things, by globally implementing integrated processes, such as the talent process, in which we have been investing for a number of years. As part of the global Talent & Succession Management process, Merck analyzes for example current and future capability gaps for the business. Merck’s sourcing strategy is aligned with the outcomes of the Talent & Succession Management process. Another example of aligning the HR strategy to the needs of the business is the Total Rewards Policy, through which we ensure that we offer competitive compensation in all relevant markets.
In addition, 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.
Merck regularly measures the engagement of its employees. The results of the employee survey give managers and employees important indications of current challenges for Human Resources. In this way, Merck can develop improvements that will motivate employees and help to retain them.