Further training at bbv: Growing with
Further training is essential in IT – and an integral part of bbv’s corporate culture. With the potential for up to 15 days of further training and a wide range of programmes on offer, our company creates an environment in which talent can flourish.
‘Now more than ever, it’s important to offer employees a clear vision for their growth and development.’
Claudia Schaer, Lead HR at bbv
Lifelong learning is essential in the dynamic IT industry. Technologies and methods continue to develop at a rapid pace and the only way to stay ahead of the game is to keep learning. For bbv, further training is more than a must – it is an integral part of our corporate culture. With a generous training allowance of up to 15 days per year, bbv creates a framework in which employees can develop individually and purposefully. ‘Now more than ever, it’s important to offer employees a clear vision for their growth and development’, emphasises Claudia Schaer, Lead HR at bbv. ‘Only if they recognise how they can develop professionally and personally will they remain motivated and stay with the company in the long term.’
The bbv Academy is an integral part of the professional development programme. It offers a varied range of courses and introduces the latest IT technologies and working methods with specialist input, insights into practical examples, exercises and case studies. Employees can choose courses individually. ‘The Academy aligns our employees’ knowledge with our quality expectations’, emphasises Marco Ravicini, Senior Software Architect and Member of the CTO Board at bbv. ‘The range of courses on offer is always tailored to the changing requirements of our industry.’
Wide range of offers
In addition to the academies, the focus days and gatherings play a key role in internal training. The focus days take place twice a year and bring bbv employees together to discuss current topics and learn from each other. During the course of short, practical sessions, bbv employees share their knowledge directly with their colleagues. The gatherings, on the other hand, are a large-scale training event at which bbv employees from Switzerland, Germany and Greece come together once a year over a number of days. That’s why the focus here is not only on expert talks and workshops, but also on personal contact, as Ravicini points out: ‘It’s not just about imparting or exchanging knowledge, but also about strengthening cohesion within the company. This is important for all our employees, because personal interaction is sometimes neglected due to the distributed nature of our customers’ workplaces.’
‘It’s not just about imparting or exchanging knowledge, but also about strengthening cohesion within the company.’
Marco Ravicini, Senior Software Architect and Member of the CTO Board at bbv
bbv Academy – knowledge for all
The bbv Academy is not limited to employees of bbv, but is also open to external interested parties. In this way, bbv shares its knowledge beyond company boundaries and promotes dialogue in the IT sector.
Promotion at all career stages
In addition to these interdisciplinary knowledge formats, bbv also offers employees the opportunity to get involved in one of the self-organised communities. These specialised groups meet regularly to discuss specific topics in greater depth and exchange experiences and good practices. The bbv communities promote the exchange of knowledge, drive innovation and improve cooperation between colleagues. The type, content and scope of the meetings are organised by the community members themselves – from short virtual exchanges in the evening to one-day or even multi-day events on site. For example, a four-day event was held at Lake Thun, where a number of bbv software architects met in a secluded setting removed from their everyday working lives to engage in intensive exchanges with each other and deepen their expertise.
The Young Professional programme, on the other hand, is aimed specifically at career entrants. Young software developers are allowed to spend 20 percent of their working time on further training. Emerging talents are specifically supported through teaching blocks, self-study and mentoring. ‘In this way, we give up-and-coming talents a clear perspective and the tools they need for their career progression’, says Claudia Schaer.
bbv plans to continue developing existing formats and align them with new industry trends. The CTO Board ensures close dovetailing between strategic corporate objectives and training content in order to make sure employees stay competitive and motivated. In this way, bbv demonstrates how individual training programmes, team spirit and strategic planning create a strong foundation for employees and companies to succeed.
Franke Coffee Systems: New structures for greater efficiency
‘Many companies react too quickly to change’
Change management for the introduction of AI in a corporate setting
How modern organisation design works
The expert
Claudia Schaer
Claudia has been responsible for all strategic and operational human resources tasks as ‘Lead HR’ since May 2024, and thus contributes to achieving bbv’s corporate goals. With 20 years of experience in various HR roles, she has a comprehensive understanding of the employee life cycle and many years of experience in consulting and supporting management and employees.
