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 its employees. During the recruitment phase, we already apply stiff yardsticks to the technical and personal aptitude of our new colleagues. Once they have joined us, we consistently promote their qualification through targeted project involvement and first-rate further training programs.

In recent years Deutsche Börse has further developed its career model. There are three career paths:

	The classical executive career path is based on the general expertise and the leadership qualities of the employee.
	The project career path requires project management skills.
	The expert career path requires in-depth specialized knowledge and can lead up to the position of a senior expert.

All employees are able to develop not only within their specialist discipline but also switch between individual career paths and continue their career in other areas. Against this backdrop, line, project and expert functions enjoy equal standing for the personal development of the employee. Whoever switches to a different career path does not have to start from scratch but can build on what he/she has already achieved.

The fact that we recruit 88 percent of our executives from our own ranks speaks for itself.