Transformation capability

Multiple changes call for long-term transformation process and continuous transformation support

The ongoing structural transformation of work environments shaped by factors such as the growing automation of tasks and the trend towards holistic and creative work packages is set to bring changes to workplaces and the nature of jobs at ever shorter intervals. This likewise holds true for the Lufthansa Group. This will give rise to an ongoing need for transformation, intensified by demographic trends. Thanks to digitalisation and an increasing level of artificial intelligence-based automation, certain human abilities in various professions and job profiles will gradually become obsolete. The nature of work within the Company is also changing.

The Lufthansa Group considers the transformation of its workforce due to automation, digitalisation and changed sustainability requirements relating to environmental and social issues to be a significant factor in preserving the Company’s competitiveness and future viability. To adapt to these developments, companies are well advised to establish a continuous transformation process for their employees. In general, the focus with regard to workforce transformation is on safeguarding the Company’s future viability and performance. This is to be accomplished through specific training and development for employees, enhancing their ability to adapt and learn and the targeted transfer of knowledge.

Well-educated and committed employees are indispensable for the long-term business success of the Lufthansa Group. Since it is not possible to sustain an entire career simply by drawing on knowledge acquired at one particular point in time, employees have to keep their knowledge and abilities up to date at all times. Regular professional training courses are therefore offered for employees, particularly in safety-related areas. In 2022, a department was established with the task of conducting a structured evaluation of the impacts on future roles and competence profiles of employees in all professional groups and to accompany them through changes. In the reporting year, this approach was applied to the administrative employees of Deutsche Lufthansa AG for the first time. The findings are to be recorded, together with those from the participating departments in 2024, and measures are to be identified on this basis. In this context, the Lufthansa Group has established a supportive process that enables employees to analyse the future viability of their own skill sets and to compare them with the current and future requirements for their roles. This is combined with wide-ranging opportunities for self-directed learning.

In addition to an educational portfolio available throughout the Group, the Group’s Lufthansa Group Campus also pursues strategic activities aimed at promoting cultural and organisational development. Skill-building courses for executives and top management support a forward-looking corporate culture of collaboration and assist with organisational changes. The Group has established partnerships with leading international providers with this end in mind.

Routine training is a fundamental part of the job for cockpit and cabin crew

Regular training is obligatory for cockpit and cabin crew in the Lufthansa Group. This is provided by Lufthansa Aviation Training, which continuously develops and optimises its range of training courses. In the reporting year, for example, virtual reality technology was used to improve aspects of the training which cabin crew receive.

Cross-functional working and exchanges of knowledge and experience are to be strengthened

With its CanDo! platform, the Lufthansa Group seeks to promote the exchange of knowledge and experience between employees and experts in various departments within the Lufthansa Group as well as efficiently organising cross-functional collaboration. This platform is available throughout the Group and had over 3,500 registered users in 2023.

Lufthansa Group offers flexible working environments

Mobility and flexibility are key building blocks for modern working environments. By the end of 2023, all Lufthansa Group employees had access to cloud-based software. In addition to mobile devices, this software is an important prerequisite for remote and flexible working. Moreover, all Lufthansa Group employees are offered modern networking tools for communicating information and working together. These focus on efficient and networked working methods that transcend national borders and hierarchical levels and empower individual employees.

Organisational foundations and responsibilities

The HR Policies, HR Services & Digitalization and Employer Branding & Talent Management departments have core responsibility for transformation capability as an overarching topic. The HR Policies, HR Services & Digitalization department reports directly to the Human Resources & Infrastructure Executive Board member. The Employer Branding & Talent Management department reports directly to the Executive Board member for Brand & Sustainability. These two departments are closely linked and are responsible for producing initiatives and ideas for the ongoing development of the Lufthansa Group’s transformation capability.

Aiming for ongoing development of staff skill sets

The ongoing changes in market conditions and the restructuring through which the entire aviation sector is adapting to the altered market conditions place high demands on the transformation capacity of employees and companies. The aim is for employees to continuously refine the knowledge and skills they have acquired during their training and professional life. The Lufthansa Group offers administrative and operational employees a wide range of professional training opportunities.

Hybrid event formats support employees’ ongoing development

As part of the “x-days”, a hybrid event series, 22 sessions focusing on digital work and culture took place in the reporting year. These sessions were held in person, in hybrid form and in a purely virtual format. More than 1,000 attendees took part in this event over a total of four days.

Wide-ranging individual learning opportunities

Besides the traditional Group-wide training portfolio offered by the Lufthansa Group Campus, all of the employees in the Lufthansa Group have access to over 12,000 digital video courses in German and English, enabling self-directed learning. These include courses covering psychological topics, software applications and the use of agile methods. In 2023, these were supplemented by up to 150 “Each One Teach One” learning opportunities, which are provided by colleagues for colleagues and enable employees to share their expertise on various matters such as the airline business, the economy and personal development. The focus here is on transformation and change.

Service Management Professional apprenticeship continues

The Service Management Professional apprenticeship for training Lufthansa Airlines cabin crew continued successfully in 2023. It is established and recognised as an additional professional qualification by the German Chamber of Industry and Commerce (IHK). A previous apprenticeship, a degree or four years of professional experience are required to be eligible for this apprenticeship. Over a maximum period of 15 months, the programme covers professional service skills, basic business knowledge, intercultural communication and project management and promotes the employability and development opportunities of employees within the Lufthansa Group. This state qualification recognises the value of the cabin crew profession and enables members of staff who have completed this apprenticeship to strike out on new career paths (such as purser), while at the same time promoting their personal development. In the reporting year, 336 employees successfully completed this skill-building programme. This means that 1,830 employees have successfully completed this training since the scheme started.

The Lufthansa Group helps its employees to act sustainably in relation to environmental and social issues in their fields of work

In order to achieve its ambitious sustainability goals, the Lufthansa Group intends to enhance its employees’ capacity to integrate sustainability into their daily work as an integral basis for their decision-making and activities. The employee survey “involve me!” also regularly demonstrates the high level of interest in this.

In the reporting year, external experts gave monthly presentations on sustainability issues to the SustainABILITY community, which was founded in 2022. In March 2023, for instance, a German car manufacturer spoke about the implementation of its sustainability strategy. This community has 450 members drawn from various companies of the Lufthansa Group. Its activities include a dialogue with experts and collaborative learning relating to sustainability.

In the reporting year, the Lufthansa Group once again ran its Green Explorer learning and engagement programme for 150 selected above-average performers, the aim being to transform them into multipliers and driving forces for promoting sustainability in daily business operations. In this six-month talent programme, the participants focus exclusively on current sustainability-related challenges and questions in terms of product and process design. Following a virtual introductory training course and excursions to start-up organisations, they take part in multi-day work units where they develop potential solutions. The process is closely supervised by management sponsors from various departments to ensure that the proposed solutions are as practically oriented as possible.

Performance indicator
Detailed survey provides comprehensive information on transformation capability

The comprehensive “involve me!” annual employee survey also offers insights into the general and digital transformation capability of the Lufthansa Group as a whole. The detailed survey required for this is carried out every two years.

The Lufthansa Group has not defined a quantitative performance indicator.

Lufthansa Group Annual Report 2023