DLH_Balance_2016_ENG

For me it is important to be seen as a human being and not as a resource, and to have the opportunity to get involved. This includes being able to identify with my employer and that I can discern an overriding shared goal. To be successful in the future, we need even greater diversity and a better understanding of working together in interdis- ciplinary teams, especially under the aspect of the Lufthansa Group’s current realignment. What does the Lufthansa Group offer to keep professional and private lives in balance? What’s really good and where do we need to catch up? We support our employees with tailor-made offers, which make it possible to create harmony between work and private life. This includes exible work-time models, home of ce and job-sharing options just as much as the expansion of childcare offers, for example. We have accomplished a lot already. Employees and the Company bene t from it in equal measure. In this area as well, it is important to ask for regular feedback from employees in order to further optimize existing offers or to expand them. At Lufthansa and in the central functions we are set up well due to a number of collective agreements, part-time offers, job sharing and the new workspace initiative, or we are on a positive path. But that’s not the case for all sub- sidiaries and here harmonization would be good – also to make job changes within the Lufthansa Group easier. Currently, I’m using a part-time option for the rst time. The related process is clearly structured and can be used exibly. For me, one of the options this has created is the ability to pursue my activities as a volunteer. In addition, I’ve been able to accumulate time credits for a three-month sabbatical; a wonderful chance to realize personal dreams and to generate fresh energy. When it comes to the topic of home of ces, I’d like to see Lufthansa Technik supporting this option even more strongly – while taking into account opera- tional requirements, of course. What characterizes the Lufthansa Group’s offers con- cerning personal and professional development? There are diverse offers that are strongly oriented by current employee needs as well as the Company’s chal- lenges. The Lufthansa Group’s entry programs in particular offer a high level of professional and personal potential for development – and they show that both depend on one’s own initiative. In 2007 I had the opportunity to participate in the “Explorers” program. I experienced this international course for junior managers as being of very high quality. It was very interesting and a great deal of fun to meet colleagues from many Group areas and to work together on different projects. The Lufthansa Group’s success substantially depends on our highly committed and quali ed employees. As a global aviation group with different business segments, the require- ments for training and continuing education are high and diverse. Also in this area we are making continuous invest- ments. To nd one’s way in the future in a digitalized working environment with ever-faster changes, there needs to be a culture of “wanting to learn” as well as concrete new innova- tion and change competencies – we are working on that in a consistent manner as well. The Lufthansa School of Business is our internal competency center in this context and ensures the high quality of our continuing education programs by providing tailor-made offers and formats. PETRA HOLLMEYER Manager Project Management Leadership VIP & Special Mission Aircraft Services Lufthansa Technik AG DR. BETTINA VOLKENS Chief Officer Corporate Human Resources and Legal Affairs Deutsche Lufthansa AG DINO BONVECCHI ProTeam Trainee Deutsche Lufthansa AG

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