Competence

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

Right conditions for competence development

Employees should be given the right conditions, as well as the
opportunity to set aside time, for competence development within
regular working hours. A target must be set for competence development time. It must be possible to follow time spent on competence
development both per employee and at the overall company level.
Employee competence development and development plans must be
documented continuously and become less dependent on organizational changes and changes of management.

Planning linked to Scania’s competence needs

The future competence needs in the business and the connection to the
company’s strategic goals must be communicated. Employees should
be encouraged to develop their skills in line with Scania’s current and
future needs. Current and relevant range of skills development must be
offered throughout the career. Knowledge exchange between colleagues
must be facilitated, encouraged and valued.

Clarity in classification and career development

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 should be encouraged. When recruiting, career steps, career
paths and the classification of the position must be clearly stated in
the advertisement.

Career and competence advice

Advice and support in careers, competence development and
competence shift shall be offered linked to Scania’s needs.
This is to take advantage of employees’ skills and willingness to stay
and develop within Scania.