Guidelines for Career Management
Lehmann Pioneers Digital Group
Guidelines for Career Management
Lehmann Pioneers digital group
Introduction
The Lehmann Pioneers Digital Group (LPDG) is dedicated to upholding the highest standards of career management. This policy demonstrates our unwavering commitment to safeguarding and advancing the rights of our employees and all stakeholders.
Scope of application
This policy applies to the entire LPDG at all locations and activities of our company, including all employees, contractors and suppliers.
Aim and purpose of the directive
The objective of this policy is to guarantee that all employees have equal opportunities for career advancement and are enabled to attain their professional objectives within the company. It is designed to guarantee transparency and fairness in career management.
The company's principles of career management are as follows:
Equal opportunities: All employees have access to the same development resources and promotion opportunities.
Transparency: All career steps and requirements are clearly communicated.
Promotion of potential: The company is committed to promoting the potential of its employees and offering them development opportunities.
Performance and competence: Career decisions are based on objective criteria such as performance, skills and competencies.
Individual Development Plans: Every team member is encouraged to work with their People Lead by using our LPDG People Compass Method to create an individual development plan that includes both short- and long-term career goals, as well as the steps required to achieve them.
Training and development: The company offers its employees access to training, workshops and continuing education programs that support their professional development.
Mentoring and Coaching: The company provides mentors and coaches to assist employees in their professional development.
The company offers a range of career paths to suit different career goals. These include the following:
The Specialist career path is designed for professionals seeking to develop their expertise in a specific field.
The Project Management career path offers the opportunity to lead and manage projects as a long-term career strategy.
Regular feedback: It is the policy of this company to provide employees with regular feedback. This is done through annual or semi-annual feedback meetings with the respective People Lead.
Target and career: Individual targets are set annually in our LPDG walk + talk sessions and form the basis for career planning and further development.
Community Lead / People Development Lead: Accountable for the implementation of the career management policy and the provision of career development resources.
Management: Providing assistance and guidance to employees concerning their career development and individual career goals.
Employees: Personal responsibility for own career planning and active participation in further training and career discussions.
We are committed to the ongoing enhancement of our career management policy. Best practices and tools are identified by People Management and adapted where necessary to ensure that they meet the current needs of the company and its employees.
Entry into force
These Guidelines for Career Management will enter into force on 1 October 2024.
Introduction
The Lehmann Pioneers Digital Group (LPDG) is dedicated to upholding the highest standards of career management. This policy demonstrates our unwavering commitment to safeguarding and advancing the rights of our employees and all stakeholders.
Scope of application
This policy applies to the entire LPDG at all locations and activities of our company, including all employees, contractors and suppliers.
Aim and purpose of the directive
The objective of this policy is to guarantee that all employees have equal opportunities for career advancement and are enabled to attain their professional objectives within the company. It is designed to guarantee transparency and fairness in career management.
The company's principles of career management are as follows:
Equal opportunities: All employees have access to the same development resources and promotion opportunities.
Transparency: All career steps and requirements are clearly communicated.
Promotion of potential: The company is committed to promoting the potential of its employees and offering them development opportunities.
Performance and competence: Career decisions are based on objective criteria such as performance, skills and competencies.
Individual Development Plans: Every team member is encouraged to work with their People Lead by using our LPDG People Compass Method to create an individual development plan that includes both short- and long-term career goals, as well as the steps required to achieve them.
Training and development: The company offers its employees access to training, workshops and continuing education programs that support their professional development.
Mentoring and Coaching: The company provides mentors and coaches to assist employees in their professional development.
The company offers a range of career paths to suit different career goals. These include the following:
The Specialist career path is designed for professionals seeking to develop their expertise in a specific field.
The Project Management career path offers the opportunity to lead and manage projects as a long-term career strategy.
Regular feedback: It is the policy of this company to provide employees with regular feedback. This is done through annual or semi-annual feedback meetings with the respective People Lead.
Target and career: Individual targets are set annually in our LPDG walk + talk sessions and form the basis for career planning and further development.
Community Lead / People Development Lead: Accountable for the implementation of the career management policy and the provision of career development resources.
Management: Providing assistance and guidance to employees concerning their career development and individual career goals.
Employees: Personal responsibility for own career planning and active participation in further training and career discussions.
We are committed to the ongoing enhancement of our career management policy. Best practices and tools are identified by People Management and adapted where necessary to ensure that they meet the current needs of the company and its employees.
Entry into force
These Guidelines for Career Management will enter into force on 1 October 2024.
