Achievement of our ambitious goals requires engaged employees with the right competence, mobility and flexibility to take on new challenges. It also requires a high performance culture, as customer expectations continuously increase.
Our company enables and stimulates ways of working and training to develop and utilize competences and sharing of knowledge across the organization. This requires the ability to exchange knowledge and information across functional, geographical and organizational boundaries, and will increasingly occur in the virtual collaboration space.
Project & Activities
In 2014 DNV GL continued the implementation of a global career model with career tracks with clear expectations that will facilitate employees’ competence development, as well as transfers between business areas, units, roles, services and geographies. We will continue to develop individuals who are recognized as international specialists in their fields for their deep technical knowledge. In addition, commercial skills and behavior among all employees is emphasized in line with technical and managerial competence.
We also continued the tailor made leadership development programme for managers at different levels in their career in 2014. The programme is designed to support them in meeting DNV GL’s leadership expectations. Furthermore, we also this year run our programme designed for technical experts jointly organized with the University of California, Berkley. The programme aims to improve the depth and breadth of our technical leadership to capitalize on technology-based business opportunities; keep us at the forefront of new technology; accelerate the adoption of new technology in DNV GL; and facilitate global thought leadership within risk management and climate change.
The work culture at DNV GL is based on collaboration and sharing of knowledge, and mentoring is a central part of how we work. We facilitate getting in touch and learning from colleagues around the globe. In 2014 a number of exchange programmes were conducted to facilitate competence development and knowledge sharing in the organization. The mentoring programmes target the needs of different employee groups. This includes two-year-long or short-term exchanges for Maritime technical employees that were established between Hamburg and Høvik. The ‘Knowledge Booster’ programme received extra funding to increase and stimulate knowledge development and sharing across units and geographies within Oil & Gas and Maritime. We also established a buddy programme to connect colleagues based on common areas of interest.