Sustainability report

Hansel Academy

Hansel’s strategy places strong emphasis on competence development. Hansel Academy, a competence development programme running for multiple years, is designed to increase employee understanding of the present situation and future challenges of procurement.

Hansel Academy focuses on procurement management. The training programme is a major investment that allows us to maintain and grow our knowledge capital.

Organised in autumn 2014, the first two training days were intended for the entire personnel. The training provided an overview of the current procurement trends, general operating policies and practices of the government administration, and government finances.

Future training will offer a deeper insight into supplier management, procurement-related risks and service management. This training will be attended by employees engaged in these roles.

Educated personnel

In addition to Hansel Academy, other internal training is offered in areas such as responsibility and procurement law. External training providers are used to arrange training for specific roles. This type of training includes the ICT law and agile methods training course organised for lawyers and tendering consultants in autumn 2014.

Hansel is an expert organisation, with 70.5 per cent of employees having completed a master’s or bachelor’s degree, or a degree from a university of applied sciences. University degrees were most commonly held in economics and law.


2014 2013 2012 2011 2010
Master’s level degree, % 57,6 54,6 53,4 47,2 39,7
Bachelor’s level degree, %** 2,6 1,3 2,8 5,7
Degree from a university of applied sciences, % 10,3 10,7 12,3 14,3 24,1
Secondary education degree + other degrees, % 19,2 22,7 21,9 21,4 25,9
No vocational qualification, % 10,3 10,7 9,6 11,4 10,3
Training days, per person per year 5 4 5 5 5
Training services purchased from third parties, € per person per year 1 298 789 1 064 952 1 304
*Presented based on existing employment relationships.
**Previously included in degrees from universities of applied science.

In 2014, persons in managerial positions had 8.3 training days (5.6 days in 2013) while others had 4.6 training days (3.2 days in 2013). Women had 4.7 training days and men 5.6 (in 2013, women had 3.6 and men 3.4 training days).

On a case-by-case basis, Hansel supports participation in long-term education programmes outside the company, with financial support and flexitime solutions that facilitate the combination of work and study.

Personnel surveys show that in the last few years, personnel satisfaction with the opportunities the company provides for competence development through training and learning at work has remained high.

New employees undergo a job orientation programme lasting around two weeks, during which they learn about all of the company’s main functions. The programme also goes through the Code of Ethics and other CSR-related elements. Feedback from new employees is collected via a feedback discussion, held a few months after the beginning of employment.