Our employees and their knowledge are crucial capital of the HOLY FASHION GROUP. Continuously acquiring, maintaining and developing knowledge and achieving business goals is a major challenge in an ever-changing environment.
The constant targeted development and promotion of our employees is a basic prerequisite for us not only to be able to survive on the market in the long term, but also to continue to be among the best and reach our ambitious goals.
On the basis of the HOLY FASHION GROUP competence model, as the foundation for targeted and needs-oriented personnel development, we provide a comprehensive range of training and development opportunities in the "Let's develop together" program.
A cornerstone of future knowledge transfer will be the continuous investment in new forms of learning and knowledge transfer. The goal is to provide our employees with decentralized access to the required knowledge at any time.
A successful onboarding process into the company is central to our shared success. A structured and individual training plan is developed for each new employee. In addition to the initial training plan, a buddy program is an integral part of our onboarding process. The onboarding process is rounded off by the HOLY FASHION GROUP College.
The HFG College takes place twice a year. Various departments are introduced by the department heads so new employees get interesting insights as well as a better understanding of inter-divisional processes. At the same time, the HOLY FASHION GROUP College offers the new employee a good opportunity to build up her or his own internal company network. The two-day event includes an evening boat tour on Lake Constance so the new employees are made familiar with the beautiful surroundings right away.
Succession and career planning at the HOLY FASHION GROUP are both individual and standardized. Each employee’s knowledge, ability, background, tasks and ideas are the basis for her or his career path in the company. It is elaborated by the leader and the HR business partner on an individual level with the employee.
The HOLY FASHION GROUP offers its employees different career paths so they can either pursue a management or specialist career, depending on the employee’s talents. The career path is elaborated from the leader and the HR business partner on an individual level with the employee. This ensures development possibilities within the company.
#OUR TIMO | Head of Online Operations
When I joined the HOLY FASHION GROUP in 2012, the plan was to do a 6-month internship in the procedurement department. Our exciting company, motivated and friendly colleagues, challenging tasks as well as Lake Constance and the mountains kept me here.
I started as a junior manager at the launch of the three online shops with a focus on setting up e-logistics and customer service. It has now been eleven exciting years in the direct-to-consumer field, with many opportunities for development and new challenges. With the excellent support of my team, we dedicate ourselves every day to the opportunities that the fashion and digita businesses have to offer.
Employees in our stores and outlets have the possibility to take part in the HFG Retail Potential Program and develop professional know-how as well as leadership skills. This allows them to become Assistant Floor Manager or Floor Manager. As a further development, the successful participation in the Advance Potential Program offers the path to Store or Outlet Manager roles.
The HFG Retail Potential Program is divided into four components with the aim to develop the employees’ skills and expertise in different ways.
All parts of the program are accompanied and supported by an individual mentor (train the trainer concept) and an HR Business Partner. One part is the training on the job which implies the learning how to handle everyday business situations from the supervisor. Additionally, the talent receives professional trainings to broaden and intensify the functional as well as personal expertise.
To visit other stores and outlets is another important part of the program to get insights into processes at further locations. It is a great opportunity for the employees to pursue an internal retail career.
#OUR DAVID | Assistant Store Manager windsor. Salzburg
The Retail Potential Programme is a great opportunity for further development. Especially the regular feedback between me and my superiors and the comprehensive development plan including various courses ensure good and targeted further training.
The prerequisite for successful cooperation between the manager and his employees is an open, honest and uncomplicated dialogue as well as constructive feedback. Information as well as feedback regarding the personal performance and the behavior of the employee are continuously given.
As a result, performance and behavior are assessed, tasks are coordinated and development potential is recognized.
Structured feedback is given to the employee at least once a year. On the one hand, the feedback talk involves behavior already shown, achievements and task fulfillment as well as target achievement. On the other hand, it also provides a forward-looking perspective by jointly agreeing on new goals and personal development measures for the future. A goal planning tool makes it possible to track the progress of set goals during the year so the targets are always present and goals are finished.
