Competence

Good prerequisite for continuous competence development

There must be good conditions for competence development, in the form of time, resources and support throughout working life. Dialogue with the manager about expectations and follow-up is an important prerequisite.

Clear career paths

Next steps in the career, how the process works, and requirements to get there must be clear and followed up. Both manager and employee share responsibility for the individual’s career development, and steps within and between career paths must be encouraged. Career paths for all areas of operations must be described.

All vacant positions within Scania and TRATON must be advertised, and the Job Architecture classification be stated. Career opportunities within the group must be widely known.

Competence development linked to the company needs

The company’s future competence needs must be communicated. Relevant competence development must be offered throughout the entire career. Knowledge exchange between colleagues must be facilitated, encouraged and valued.

In digital technology, such as AI, a general increase in skills must be made possible for all employees.

Support and advice in career and competence

Support in career and competence development must be offered in line with the company’s needs, to take advantage of employees’ competence and desire to stay and develop within the company.