To structure the ongoing development of all our employees, we have implemented a Global Performance Management Process that links all the strategic elements in employee development on a global scale. An important part of the Global Performance Management Process is the discussion and definition of an Individual Development Plan (IDP) for each employee. This IDP links individual objectives with the development of skills and competencies necessary to achieve success in the company and at the same time deliver on our business goals.
The Global Performance Management Process and the IDP are also closely linked to the three career paths defined in Lundbeck: Specialist, Project Manager and Line Manager. Operating in a complex business context demands different skills and competencies from our employees. Our three career paths ensure that we as a company always have the right people for the right job and provide our employees with different opportunities to satisfy their career aspirations.
To support the development of our employees on the three career paths, we have also implemented a series of employee development programmes.
The main purpose of the Lunar and Solar leadership development programmes is to address the challenges of managers in their daily work, as well as when defining the strategy in a global context.
The main purpose of the Navigator and Voyager talent programmes is to accelerate the development of our highly talented employees. Having talent programmes enables Lundbeck to attract, retain and develop top talents, thereby ensuring a robust succession planning and the basis for delivering on our long-term business objectives and supporting a high-performance culture.
Project Manager programme
The main purpose of the Project Manager programme is to develop both basic and advanced project management skills in a Lundbeck context in order to enable working in projects across the Lundbeck organization.