Right conditions for continuous competence development
There must be prerequisites, as well as opportunities to set aside time,
for competence development within regular working hours. A target for
time allocated to competence development must be set, and be able to
be followed up, both per employee and at an overall company level.
Employees’ competence development and development plans must be
documented continuously and become less dependent on organizational changes and changes of management.

Competence development linked to Scania’s needs
The future competence needs in the business and the connection to the
company’s strategic goals must be communicated. Employees should
be encouraged by their managers 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, career development and 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
should be encouraged. When recruiting, career steps, career paths and
the classification of the position must be clearly stated in the advertisement. Global career opportunities within the group must be widely
known.

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.