1. Purpose
This policy sets out Hybrid Core BV's commitment to investing in the professional growth and capability development of its employees. It establishes a framework for identifying learning needs, supporting continuous development, and building the skills required to deliver the company's strategy and obligations under EU-funded research and innovation programmes.
2. Scope
This policy applies to all employees of Hybrid Core BV. Elements of this policy may also extend to contractors and partners where the company provides formal training or knowledge-sharing activities within project contexts.
3. Policy statement
Hybrid Core BV believes that capable, engaged people are fundamental to the company's success. We are committed to providing opportunities for professional development that are meaningful, relevant, and equitably accessible. We invest in our team because doing so makes our company stronger and ensures that individuals can grow and thrive in their careers.
4. Principles
4.1 Individual development planning
Every employee has an individual development plan, reviewed annually or more frequently as needed. Development plans reflect the employee's role requirements, career aspirations, and the company's strategic priorities.
4.2 Equity of access
Learning and development opportunities are available to all employees on an equitable basis. The company actively works to ensure that access to development is not limited by role type, working pattern, or personal characteristics.
4.3 Diverse learning approaches
The company supports a range of learning modalities, including formal training, online learning, peer learning, mentoring, conference attendance, professional certification, and learning through stretch assignments and project experience.
4.4 Technical and domain capability
Given the nature of Hybrid Core BV's work in artificial intelligence, cybersecurity, data analytics, and defence and security technologies, technical learning is a priority. Employees are supported in developing and maintaining the technical skills required for their roles and for the company's research and commercial activities.
4.5 Regulatory and compliance training
Training on compliance obligations - including data protection, information security, anti-corruption, responsible AI, and research ethics - is mandatory for all relevant employees and is integrated into the onboarding process and refreshed regularly.
4.6 EU project skills
Employees involved in Horizon Europe, EDF, or other EU-funded projects are supported in developing the programme management, reporting, and technical skills required to deliver those projects effectively and in compliance with funder requirements.
4.7 Leadership and management development
Employees moving into management roles receive appropriate preparation and support. Leadership development is considered as part of succession planning and talent management activities.
5. Learning investment
Hybrid Core BV allocates a reasonable budget for employee development on an annual basis. Significant training investments, such as professional certifications, will be agreed between the employee and management in advance and may be subject to conditions regarding continued employment. Where an employee leaves the company shortly after completing a significant company-funded qualification, the company reserves the right to recover a reasonable proportion of costs in accordance with the applicable agreement.
6. Responsibilities
6.1 Management
Management is responsible for identifying team development needs, supporting employees in completing their development plans, allocating time and resources for learning activities, and recognising the value of development in performance management.
6.2 Employees
Employees are responsible for taking an active role in their own development, engaging honestly in development conversations, completing mandatory training on time, and applying learning in their roles.
7. Reporting and compliance
Completion of mandatory training is tracked and reported to management. Non-completion of compliance-related training without good reason may be treated as a conduct matter. The company maintains records of training activities to support audit and regulatory reporting where required.
8. Monitoring and review
The effectiveness of the company's learning and development activities is reviewed annually through management assessment and employee feedback. This policy is reviewed every two years or sooner if required by changes in the company's strategy, regulatory environment, or workforce needs.
9. Communication and awareness
This policy is communicated to all employees at induction. Available development opportunities and processes for requesting training are explained as part of the onboarding process. The policy is published on the company's internal systems.
10. Review cycle
This policy is reviewed every two years by the Hybrid Core Management Team.
11. Version control
Version: 1.0
Owner: Hybrid Core Management Team
Approved by: Hybrid Core Management
Effective Date: 01.06.2026
Review Period: Every 2 Years