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Balance 2015 ENG

business@school The Lufthansa Group has supported business@school, an educational initiative of the global management consulting firm The Boston Consulting Group (BCG), since 2002. Each year, the project gives over 2,000 high- school students the opportunity to experience business firsthand, acquire key skills for their future working lives and develop their own business ideas over the course of ten months. Launched with two schools in Ger- many in 1998, the student competition today involves over 90 schools in Germany, Austria, Italy, Switzerland and the United States. In January 2015, the Lufthansa Group gave its first-ever special award for Best Cor- porate Analysis in Phase I of the initiative – a field day at the Lufthansa Aviation Center at the Frankfurt hub. Currently, more than 30 Lufthansa employees are actively involved in business@school. Simone Menne, member of the Executive Board and Chief Officer Finance and Aviation Ser- vices at the Lufthansa Group (center), with the winners of the special prize. Setting up a uniform talent landscape Along with the investment in the exchange of talent between the Lufthansa Group companies, a uniform talent landscape is being set up Company-wide. A central role in this area is played by the new perfor- mance and talent assessment instrument “Profile” (see page 73). Introduced in 2014 for the majority of managers, it is to be rolled out step by step for additional em- ployee groups across the Company. Every year, this HR instrument appraises afresh not only “what” an employee achieved but also “how” he or she did so. The insights gained in the process make it possible to assign suitable development measures to each employee. Unlike the logic applied until recently, “Profile” no longer focuses solely on the relatively small group of “high potentials” within a company. Instead, it considers all Group employees taking part in the assessment. “Are you a nerd?” trainee program is looking for personalities A contribution to winning highly qualified talent for the Lufthansa Group also comes from the newly-aligned ProTeam trainee program, which specifically addresses university graduates who would like to parti- cipate in shaping the Company’s cultural change. The selection considers neither grades nor subject of study: Instead the Lufthansa Group places the emphasis of its search on the applicant’s personality. Every applicant has the opportunity to show his or her motivation and enthusiasm for Lufthansa in a two-minute video message. For the first time, the Company also paid special atten- tion to whether individual trainees fit well together as a team. The 18-month program is characterized by a pronounced focus on change, culture and innovation. In addition, it gives trainees the opportunity to work intensively on themselves – be it in a social business in India or by means of a mutual peer coaching with other trainees of the same generation. Accompanying commu- nication measures The Lufthansa Group continuously provides information about the new talent manage- ment philosophy by means of workshops and roadshows as well as internal media such as the Group’s staff newspaper, the news app or the intranet. In addition, the HR Campaign Days took place in 2014 at the Lufthansa Aviation Center in Frankfurt, offering information stands and presenta- tions on a wide range of topics including talent management.  86 // Social Responsibility