- The development of Dietsmann’s attractiveness to candidates with high potential
- Strengthening the loyalty of the Company’s employees
- Improving the performance of the Company’s teams
These on-going objectives guide our actions to further strengthen Dietsmann’s human capital, the asset that has made us successful.
In-house staff management software is used throughout the Group for many HR tasks. This helps Dietsmann to harmonize its practices and procedures, which strengthens the backbone of the organization.
Internal promotion is the basic principle of career development at Dietsmann.
The nationalization of expatriate positions is also a priority in terms of career management. Over 90% of on-site office positions, over 75% of operational staff positions and over 60% of management positions are typically filled by nationals of the countries in which Dietsmann operates. In the coming years the Company’s efforts will focus on the last two categories. Dietsmann’s HR policy is reflected in the overall proportion of national employees throughout the Group, which is typically over 75%. The Company’s Key Manager Path project prepares key managers for Dietsmann’s future development.
The Technical Assessment Campaign & Training (TACT) and KMP programs serve to maintain the excellent performance of our teams, both technically and with regard to safety. TACT aims to align the skills of national staff with the technical requirements of their positions.