One of the most important tasks of human resources management at Deutsche Börse is to synchronize the growth of the company with the personal development of our employees. Through its development, qualification and remuneration concepts, Deutsche Börse has created corresponding incentives for its workforce.

In terms of its human resources structure, Deutsche Börse has already made the transition from a mere stock exchange to an international transaction service provider. Whereas the number of financial experts has more or less remained steady in past years, the number of computer scientists, mathematicians and IT specialists as well as the number of marketing and sales staff has increased significantly.

We have turned impatience into a virtue. That's why we do without time-consuming trainee programs. We offer new employees special "off-the-job" training and direct "on-the-job” induction. High-quality further training concepts offer additional development prospects. By means of active coaching we support their start in practice.

Motivation is at the heart of our daily work. Work doesn't necessarily have to hurt. It can and should be fun. Deutsche Börse motivates its employees above all through enthusiasm.

Highly qualified employees, whose goal is to achieve company growth, rightly demand attractive framework conditions. Deutsche Börse provides them:

	Three career models offer employees alternative career opportunities.
	A qualification database helps to ensure that employees are assigned to suitable projects.
	Internet-based training programs and skill management increase the efficiency of in-house continuous training.
	Each employee receives a performance-based bonus in addition to his/her basic salary.
	The Deutsche Börse Group prefers flexible structures, flat hierarchies and short decision-making paths.

Deutsche Börse has further developed its career models in recent years. There are three career paths:

	The classical executive career path which is based on the general expertise and the leadership qualities of the employee. If, for instance, an employee has the ability and willingness to lead and motivate others and, furthermore, to bear human resources and budget responsibility, he/she can pursue an executive career if he/she proves himself on the job.
	If an employee specializes in a particular field, he/she can pursue a project career path in which project management skills are to the fore.
	The expert career path requires in-depth specialized knowledge and can lead up to the position of a senior expert.