Competence shift

To clearly communicate Scania’s future skills needs and provide good conditions for competence development, maintains the employees’ attractiveness in the labour market.

Published: Friday 19 Feb 2021

Last updated: Friday 19 Feb 2021

Career coaching

Career coaching must be offered to take advantage of employees’ skills and willingness to stay and develop within Scania.

Competence planning based on future needs

The future competence needs in the business must be communicated.
Current and relevant range of skills development must be offered throughout the career. Knowledge exchange between colleagues must be facilitated, encouraged and valued.

Clear career paths

Career paths for all business areas must be described. Employees must know how their role is classified in relation to other services. Plans and requirements for the next step in the career path must be clear and
followed up during development discussions. Steps between career paths must be encouraged.

Right conditions for competence development

Employees should be encouraged to develop their skills in line with
Scania’s current and future needs. Employees must be given the
conditions for competence development within regular working hours. Employee competence development and development plans must be documented continuously and become less dependent of organisational changes and changes of management.