In a standardised process that we conduct every other year at the Hannover location, all positions from Management Level 3 (General Manager/Director) upwards are analysed for the company's Home Office and for selected international entities. This process is supported by the Human Resources Management division at the Hannover location.
In the context of talks with all Managing Directors in Hannover we first identify potential successors for every position on the General Manager level. Furthermore, each possible successor is evaluated in terms of their abilities and potentials and any required (development) measures are discussed. The evaluation is based on the following criteria: specialist expertise, methodological skills, social skills, leadership ability and an assessment of their potential for the envisaged management level. Furthermore, we also discuss other high potentials and mission-critical individuals and positions.
The summary findings on possible successors for the General Manager positions are subsequently discussed and expanded upon on the level of the Board members responsible for the areas in question. In the same way and on the basis of the same criteria, the Board members with area responsibility also identify possible successors for the Managing Director positions.
The results of the succession planning, including additional comments by Human Resources Management, are then discussed by the full Executive Board at its annual retreat.
At our consolidated Group companies we take care to ensure that all positions on Management Level 3 or higher are filled locally in the respected countries – wherever possible. Most current managerial roles are consequently performed by local staff.