Roche Hellas

According to data published by the Ministry of Labor, more than one million jobs have been lost since the beginning of the crisis to date with the younger age groups bearing the heaviest burden as unemployment has reached 58.3% for ages 15-24. Given the dire position that is the country's economy is in but also committed to the belief that young people are the future of our country, Roche Hellas designed and implements the Management Trainee Program which aims at supporting the generation of young graduates whilst creating at the same time a candidate pool of high caliber professionals.

Young graduates with work experience less than 1 year.

1st Year: 2013-2014
2nd Year: 2014-2015

As part of Roche's Corporate Social Responsibility program and with the vision to support the younger generation who is facing high unemployment rates in our country, this program offers the opportunity to 10 selected young professionals to gain paid work experience related to their areas of study. The Program aims to create a "pool" of talents and well-trained professionals. The trainees have the opportunity to start their career in a multinational environment under the guidance of qualified personnel, to explore possible employment opportunities both in Greece and abroad, to identify preferences for their career as well as their strengths and weaknesses in order to further enhance their career development. What differentiates the program compared with similar programs worldwide, is the ability of the trainees to participate actively in activities and projects of their departments.

In more detail the Program offers the following benefits:

• Paid work experience for one year in selected departments of the company according to the areas of study of the applicants.
• Gain valuable work experience and knowledge through a rotation program within the selected department and simultaneously create a "pool" of high potential professionals.
• Strengthening and improvement of professional skills.
• Enrichment of the trainees's curriculum vitae through participation in various projects.
• Ability to investigate options for specific career development through exposure to the selected areas of interest.
• Post-program support related to personal development and career orientation plans during job hunting process, provided that some trainees are not absorbed by the company.
• Monitoring and counselling to all trainees that complete the program each year, with the support of ICAP.

Ν/Α

Throughout the duration of the program participants had the support of their mentors. Mentors are Roche employees that the company considers to have high potential for development.

Athens

Class of 2013:

• 7 stages of development (Induction training, Primary training, Mentoring, Evaluation & feedback, Presentation of project, Graduation, Absorption / monitoring of career path)
• 1,027 candidates
• 182 candidates were evaluated through assessment centers
• 43 candidates were assessed through interviews
• 10 trainees were selected (nine women and one man)
• New positions were created in 7 different departments
• 10 Roche employees assumed the role of ta mentor
• 10 innovative projects
• 1 project was awarded as best practice by the National Organisation for Medicines
• 6 trainees remained in the company on permanent or fixed-term contracts.

Class of 2014:

• 1,661 candidates
• 38% increase from 2013
• 170 candidates were evaluated through assessment centers
• 44 candidates were assessed through interviews
• 10 new trainees selected (7 women and 3 men)
• New positions were created in 6 different departments
• 13 Roche employees assumed the role of ta mentor.

• Talent pool enhancement.
• Mentoring skills development for company’s talents.
• Import Generation Y skill set & mindset.
• Extra support in some functions.
• Build and/ or enhance relationships with the academic community.
• Strong employer branding.