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Let‘s develop together

Our employees and their know-how are a vital asset of the HOLY FASHION GROUP. The ongoing task of acquiring, maintaining and developing knowledge and achieving corporate targets is a major challenge in an ever more rapidly changing environment.

The continuous, systematic professional development and advancement of our employees is a key factor not just for our long-term survival on the market, but our ability to remain among the best and achieve our ambitious goals.

Based on the HOLY FASHION GROUP competence model, which underpins our targeted and demand-led personnel development policy, we offer a wide range of training and development opportunities via our “Let’s develop together!” programme.

Continuous investment in new forms of learning and tuition will be a cornerstone of our future approach to knowledge transfer. The aim is to provide our employees with local access to the necessary knowledge at all times.

Onboarding Process

Successful integration into the company is vital in the interests of mutual success. A structured and individual orientation plan is worked out for each new employee. In addition to the orientation plan, a mentoring programme is also an integral part of our onboarding process.

The process is completed by the HOLY FASHION GROUP College - a two-day event where employees are given a detailed insight into the functional divisions of the company and how they interact. The HOLY FASHION GROUP College also offers ample scope for developing the company’s own in-house network.

Succession and Career Management

Succession and career planning takes place at an individual and standardised level at the HOLY FASHION GROUP. The knowledge, skills, employment history, main tasks and expectations of each employee form the basis for their career within the company. Together we plan which step is right for you at what time.

On an equal footing with the classical management career at the HOLY FASHION GROUP are specialist careers.


 
 

Feedback and Target-Setting Meetings

The key to successful cooperation between manager and employees is an open, honest and straightforward dialogue plus constructive feedback. Basic information as well as feedback with regard to the employee’s personal performance and conduct are provided on an ongoing basis.

The aim is to assess performance and conduct, coordinate tasks and identify development potential. 

This dialogue takes place at least once a year within the HOLY FASHION GROUP in the form of a structured feedback meeting. On one hand, the feedback meeting serves to review the conduct, performance and task fulfilment already demonstrated and the goals already achieved. On the other, it looks ahead, leading to mutually agreed new goals and personal development measures for the future.