1. Richtig Einsteigen – Weiter Kommen Starting the right way – getting on in one‘s career Report about an ESF-funding Project carrying out by REWE Group Wilfried Malcher German Retail Federation (HDE)

2. The Framework Further training for Employees – A special Programme for Social Partners (2009 – 2014) Responsible: BMAS (Federal Ministry of Labour and Social Affairs) Funding by ESF (EU and Germany) Main aims of the programme: Supporting the acitivities of social partners to strengthen further training (or LLL) Strengthening the participation of employees and companies in LLL Guidance Finding out the needs for qualification Transfer of good practice Better cooperation in LLL Improve quality and learning from each other Social partners had to make a written agreement to enable organisations to use the programme (HDE and Ver.di did it in 2010) 140 Mio € (5 years), about 180 Projects, 15 Projects in Retail Decision making about Projects in a Steering Group (BMAS and social partners, e. g. HDE and Ver.di)

3. Main Idea of the REWE-project Retail is facing some problems Customers demand better service and communication Demografic change: Ageing workforce and population, less school leavers parttime and low qualified workers have relatively high fluctuation – and a lack of motivation for LLL The Idea Strengthening the motivation for LLL for employees with low participation in LLL The Concept Establishing a pool of mentors within the company Main Task of the mentors: Identifiying and supporting new groups for LLL Integrating Personalmanagers and works committee in all phases of the project

4. Main objectives of the Mentoring approach in the REWE-Project Longterm-Integration of lower qualified Employees with individual qualification activities Initialise the engagement of employees with good professional experience Cooperation with Human Resource Management and Store management (and with Ver.di and DGB-TrainingCentre) Improving the effects of training für lower qualified employees Establishing a network „Mentoring“

5. The actors in the project Mentee + Mentor = Tandem Qualified employees Store manager Family Project Management Human Resource Managemen t Strictly confidential

6. The actions of the project Motivating and selecting the mentors, the participants and the qualified employees Qualifying and Preparing the three groups Tandembuilding (Mentee + Mentor) Incompany Seminars Mentors: e. g. Aims of Mentoring, interculturell competence, teambuilding Qualified Employees: e.g. Management of absence times, interculturell competence, communication and conflict management, cooperation, advice and support Mentees: e. g. learning to learn, communication, teambuilding, mathematics, working in retail

7. Why Mentoring? Mentoring supports cultural change within the company towards a culture of learning, confidence and supporting activates human resources Creates structures for cooperation, networking and knowledge management Reduces costs for eexternal seminars Supports the longterm integration of employees and there identification with the company

8. The results of project More than 150 young and low qualified employees were qualified About 80 qualified employees were trained specially Nearly 80 Mentors were qualified Great interest for this very good activity within the company The mentoring approach is part of sustainability strategy of REWE-Group and will be transfered into practice

9. Thanks a lot for listening and your interest! Are there any questions or remarks?