Merck’s future growth is highly dependent on its innovative strength. Therefore, the expertise and engagement of employees in all areas 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. One of the key priorities for our company is therefore not just recruiting but also retaining specialists and talented employees in the long term. In this context, the focus on highly competitive and rapidly growing markets makes it especially necessary to have engaged employees. Fluctuation risks specific to countries and industries have to be identified ahead of time and specifically addressed in order to keep the skills and expertise critical to success and business within the company.
Merck addresses these challenges firstly with globally implemented talent and succession processes that systematically identify and promote the potential of employees. Furthermore, Merck uses targeted employee development programs to support young and experienced talented employees in their career development, particularly in our strategic markets, as well as to develop and retain expertise crucial to success within the company. These measures are supplemented by competitive compensation packages and attractive benefits that Merck regularly reviews through ongoing peer comparisons and audits, thereby securing and maintaining its financial appeal as an employer.
Sourcing, recruiting and retaining specialists and talent at Merck are among the company’s top priorities. Nevertheless, employee-related risks that affect business activities are likely, even though their impact is difficult to assess. Merck rates this as a medium risk.
Increasing Merck’s employer appeal in strategic growth markets has great potential for future business performance. Based on the studies and findings available to date, our initial assessment of the opportunities leads to a rating similar to the previously described employee-related risks.
Merck can therefore continue to increase the employer appeal of the “Merck brand” with the selective use of employer branding initiatives in the context of a defined talent sourcing strategy, thereby having a direct positive influence on recruiting and retaining key specialists and talent. Furthermore, Merck intends to hone its talent and succession management even more closely to the requirements of specific markets.
search hit 14
