“Training is not an option, but part of the agreement with the employee.” — HR Director Randstad Netherlands
🔁 Reskilling as a response to market transformation
Shell Netherlands launched the program back in 2020 Reskill4Future that covered more than 20,000 employees in different departments. The main goal is to prepare people to transition from the traditional energy sector to roles in sustainability, digital technologies and ESG analytics.
- Implemented its own training platform with AI content adapted to the individual track.
- As a result, more than 6,000 employees underwent internal retraining and changed the functional profile.
🧠 Learning as a Benefit: How Learning Became a Competitive Advantage
IN HeinekenCorporate training is part of the EVP (employee value proposition). Program Go Learnerprovides access to more than 500 courses, mentoring sessions, cross-functional projects and even “educational vacations”.
“We want our people to learn every day—even if it's 15 minutes. This is part of the culture, not a formality,” the Heineken HR team said.
📊 94% of Heineken Netherlands employees said that the company creates all the conditions for the development of their skills.
🛠️ Practical approach: how IKEA, Bol.com and Harver integrate learning into the workflow
IKEA Netherlands Launched mobile-first microtraining platform for warehouse and retail employees. An employee can review instructions, take a training session or take an internal test — all from a smartphone. In the first half of the year, the implementation of more than 85% of staff have used the platform at least once.
Bol.com created an internal academy “Bol Campus”, which includes:
- onboarding
- reskilling (e.g. from customer support — in QA testing)
- certification in partnership with external EdTech platforms (Coursera, Udemy).
📈 As a result of the internal career-switch program at Bol.com:
30% of participants changed function within 12 months.
Harrows, an HR-tech company, focuses on data-driven approaches: the employee profile collects metrics of skills, goals, preferences — and the system offers a customized training route.
💡 Education as an HR strategy
IN Booking.com the educational principle works 20/70/10:
- 70% — learning through experience (projects, rotations, peer-review),
- 20% — mentoring and collaboration
- 10% — formal online courses.
The company also has a global program Future Skills Academy— employees can enroll in courses in machine learning, product strategy, or DEI.
📊 In 2024 83% of Booking.com employees have completed at least one module on an internal educational platform.
🧩 What unites the Dutch approach?
1. Training is integrated into the work. Not separate trainings, but constant growth “in the flow of tasks”.
2. Individual routes. AI-curated tracks, microlearning, content for the tasks of a specific department.
3. Training is part of EVP. Employees stay in the company because they see personal development as part of professional growth.
✅ Conclusion
In the Netherlands, corporate training is not a nice-to-have, but a foundation of competitiveness. Companies don't just teach — they create an ecosystem of development in which each employee becomes flexible, ready for change and involved in the future of the business. Therefore, we invite you to join our HR tour to the Netherlands from July 28 to August 1 to personally learn from experts in this field.
