Post counts about 8,600 voluntary participations to its training opportunities. Matic Zorman / Maison Moderne

Post counts about 8,600 voluntary participations to its training opportunities. Matic Zorman / Maison Moderne

Companies can offer much more than a professional network and a salary. Delano talked to ING, PwC Luxembourg, CFL, BIL and Post Luxembourg about the importance of continuous learning. At Post, listening to employees’ feedback allows the group to adapt their offer.

The group’s POST Luxembourg a POST Telecom S.A. branches, with its 3,433 employees, offer a plethora of training opportunities, according to a spokesperson. Part of the upskilling takes place in a classroom--internal and external--while some of it will be online. Coaching makes up the third kind of training available to employees. The training sessions are open to all, “though their respective managers have to validate the requests” for any class.

Post counts about 8,600 voluntary participations to its training opportunities. They are “unique” says Post, because there are not just practical and theoretical options, but also a third branch with courses tailored to working within the Post Luxembourg group.

The aim, says Post, is to offer employees “training that is useful and adapted to their schedule” where they also “receive support from quality instructors”. This should encourage an “openmindedness” and “good practices” among employees, the group explains. To make sure that the training remains relevant, Post Luxembourg relies on the feedback and requests of their staff, the company says.

Post Luxembourg and Post Telecom S.A. in numbers

Number of employees - 3,433

Average age within the company - 43 years

Training budget per year - 2021: €2.8m

Accumulated training hours - 33,700h

Number of modules offered - 673 sessions

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