At AIDA Cruises, every employee has the chance to develop their potential in accordance with their abilities and to grow as an individual. We support our employees in their professional development with various tools and a range of advanced training options.
We have extrapolated a code of conduct binding for all AIDA employees based on our four AIDA values. Our managers act as role models in this code of conduct and are also responsible for creating an atmosphere in which these norms become established.
The guiding principles for our managers are:
TRUST: I build trust by...
PASSION: I am passionate because I...
COLORFUL: I promote diversity by...
RESPECT: I show respect by...
Good dialogue provides the foundation for open, trusting and focused cooperation. It is therefore important that our employees and managers interact with each other in regular discussions about strategies, objectives and individual performances and developments. Furthermore, at AIDA our performance reviews follow a transparent procedure.
The most important requirements that we ask our employees and managers to meet are defined in our competence model. It describes which skills, characteristics and attitudes we require. At the same time, the model also functions as a leitmotiv for assessment and development measures.
HR roundtables are regular meetings between senior management and HR managers. During these meetings, the various managers exchange notes. In 2016, 1,056 individual performance reviews were carried out on land and 10,468 took place on board. Suggestions for development are derived on the basis of an employee’s individual performance and key players are identified within a talent pool. As a result, the HR roundtable forms the basis for systematic employee development and ensures that our personnel development measures consistently comply with our high standards of quality.
Promoting and developing high-potential employees is of great importance to us at AIDA. Our diverse training opportunities within the company, at the AIDA Academy or with our external training partners are well received by our employees. AIDA Cruises develops its managers by means of a multi-tier leadership program.
Recognizing and promoting talent goes hand in hand with developing promising young talents. Mentoring is another key component of our approach to talent management. New managers, as well as key players and employees with high potential, are supervised and supported by experienced managers over a fixed period as part of mentoring programs at AIDA Cruises. Working as a mentor at AIDA is a voluntary commitment and offers both the company and our employees a number of benefits. This includes, among other aspects:
- Inter-departmental advancement and development of high-potential employees
- Providing highly-qualified employees with targeted support in their professional development
- Promoting a culture of learning and internal knowledge management
- Promoting inter-departmental communication
- Monitoring processes of change