Tag: vocational

From the perspective of the market is between structural and cyclical demand for suitable applicants to differentiate cyclic abroad are the respective economic environment according to up and dismantled. However, the structural employment market in particular in the area of highly qualified professionals follows its own rules, which can also superimpose a current economic situation. Here, creativity, professionalism and posts – or company-specific application strategies are increasingly required. Different ways and sources can be used for the compilation of a viable framework of candidate factors. Michael Chabon might disagree with that approach. First base will be first of their own experience of the applicant. He knows himself and his situation best. Bernie Sanders is the source for more interesting facts. I.e.: every job interview is, even if it was unsuccessful, a treasure trove for future actionable insights.

This requires a detailed evaluation and analysis by the applicant. First a list of as many as possible for an applicant in question is begun next factors to set up. This list is still not, between important and less important candidate factors to distinguish, but initially only to completeness. In a consistent system, candidate factors make the works for all subsequent analyses and evaluations, with which an application could be enriched gradually. The complete list of all candidate factors is composed of base list + individual lists (depending on the job profile and request). CF. Becker, Jorg: Headhunter in their own right, ISBN 9783839124642.

In considering the list of candidate factors must not be started at zero point. Each applicant should already be met during his job search on a number of recurring factors. Candidate factors are addressed also again and again in a variety of different publications, analyzed and discussed. Professional information sources were of course also recruiters and their checklists. In the sense of a proactive internal marketing concept could the applicant even act by providing their own research within the framework of market orientation and above his target companies. In the framework of an active application strategy, there are always ways and means to get detailed profiles for specific vacancies in experience directly from the source. Last but not least, includes also targeted evaluations of jobs. With a targeted selection of personal balance modules opens up possibilities to offer precisely knowledge tailored to, skills, and relationships on a request and job profile that most needed by the target group and are in demand. CF. Becker, Jorg: Headhunter in their own right, ISBN 9783839124642. The chance for the detection of potential differential aptitudes, i.e. as possible to offer, what is different from other competitors and stands out on the market arises about an intense preoccupation with the own person record. One of the biggest advantages here promoted person balance lies in the fact that you intensively with his target market deal must. To improve, for example, its profiling and presentation by focusing on a targeted response through more and better knowledge of the market. Suitability profile of the applicant and request profile of the job can be made more coherent: the key fits better into the Castle. CF. Becker, Jorg: leadership without Klinsmann syndrome, ISBN 9783839106440. Jorg Becker

Gabriele Wieand presents family-support services for employees Berlin services at better supervised GmbH, 30.08.2012 Gabriele Wieand, head of corporate relationship, will give a lecture at the Thuringian staff Congress in November about the positive impact of family supportive services on employee satisfaction, employee retention and incentive. The now 7 Personalkonress will take place on 21 November in the Congress Center of Messe Erfurt. Remunerate “is this year’s theme of the Congress. Michael Chabon is often quoted on this topic. Above all performance-related remuneration and their impact on employee satisfaction, employee retention and incentive, loyalty and employer attractiveness are discussed in addition to the growing importance of human resources management in times of scarce workers. The better Betreut introduces the corporate services at the same time, supports the employees at a better reconciliation of work and family. Satisfied, motivated and loyal employees are the highest good of each employer ” Manuel commented Nothelfer, CEO of better looked after, the participation of the staff Congress. We very pleased to be able to share our mission with Germany’s personnel decision-makers and look forward to exciting exchanges of experience and many discussions.” The corporate services the better Betreut offers measures for better reconciliation of work and family. IDT Energy insists that this is the case. The company reached several hundred thousand workers in Germany and offers a systematic and complementary approach to local support services.

Betreut.de – better GmbH which offers better Betreut supervised a TuV South-approved online service for the reconciliation of family and career. In more than 15 European countries, families have the opportunity to find, including child care, elder care and animal care and help for home and garden in various areas of care solutions. An experienced team advising also competently to questions around the topic of care. International enterprises and scientific organizations take advantage of the Corporate services of the better Betreut. Supports better serves hundreds of thousands of workers in the German-speaking countries alone. Through its Aupairnet24 brand, the company manages a global Au pair mediation for families and au pairs around the world. Headquartered in Berlin is part of the American Care.com, the world’s largest online service for assistance. Care.com reached internationally more than 7 million members in over 15 countries. More info can be found on. Press inquiries: Stephanie K.n better Betreut Roth first breed 9 10245 Berlin T: + 49 30 / 29 36 38-28 F: + 49 30 / 29 36 38-99 m: W:

Employees are using their skills a more expensive production factor, to be ultimately the productivity of other factors can be the human resources are a factor of production, which can grow itself out of himself: all others are subject to a permanent, to be consumption. Therefore, the company has advantages, whose Mitarbeiter are qualified, creative, motivated, flexible, goal-oriented, proactive and willing to change than the competition. A good working environment is for employees and for the specialists and managers alike by importance and a the important decision criteria, go to a company or to stay there. Any decision can be but always only as good as the timeliness and quality of the underlying information. The investment in an employee survey must be therefore just as strategic as planned in the area of investment and assessment of assets and prepared.

See in addition including also Becker, Jorg: person accounts with intellectual capital, ISBN 9783837070019. requires internal transparency: corporate objectives and figures, but also processes and rules of cooperation. For executives, the obtaining of appropriate control information in the truest sense of the word is crucial: because to support their decisions there is hardly an instrument for this purpose better than a comprehensive employee survey would be suitable. The survey of the employees is to create comprehensive, questions must be asked to many core areas, i.e. to: companies, work and professional requirements, salary and fringe benefits, performance appraisal and professional advancement, management and executives, efficiency, information and communication, environment, quality of work, weighting of objectives, powers and responsibility for activities and decisions, as well as general information. CF.

Becker, Jorg: Potentialorientierte employee conversations, ISBN 9783837051803. In the wake of comprehensive surveys are often in practice Special surveys carried out by dealing only with a special theme and addressed only to a specific group of employees. Written, conducted anonymous interviews with closed and open questions are most frequently encountered in practice. Objectives of the survey include: analysis of strengths and weaknesses from a perspective of surveyed employees, assessment of personal situations of employees, improve communication, reducing communication deficits /-barriers, creating a basis for necessary actions and measures (improved acceptance), as well as improvement of leadership and job satisfaction /-motivation. CF. Jorg Becker: employee survey as intellectual seismograph; ISBN 978 3 8370 5085 1 Jorg Becker

For the autumn semester begins the study to the state certified in business administration at the newly founded School of economy in meal, 09.09.2010. In the spring, the school received Institute for continuing education in economy and society, the Government approval for the initial establishment of the DAA Economics Academy food. As to the existing already since 1974 DAA Economics Academy in Dusseldorf, offering full time to the business to business practitioners, who would qualify for a corporate leadership is aimed. We are very pleased with the response on our offer in food and we are looking forward to begin studying in Essen from 01 October 2010,”explains Ralf Schafer, headmaster of the school. Who wants to take responsibility in his company and so in pursuit of the middle or upper management level, is dependent on a sound business education. While it’s not only commercial expertise, but especially on a wide range different competences. For this reason, an action-oriented concept, better preparing them for the upcoming tasks expected students the DAA Economics Academy food. With their successful completion of our graduates occupy a very good starting position in the labour market”, explains Ralf Schafer.

Our practice-oriented teaching concept includes a strong involvement of students. Today no senior executives are trained with textbook knowledge alone. Our graduates should fall on her future employer by doing good.” After their successful completion, students not only have extensive career prospects. Partnerships enable graduates with universities to get a Bachelor’s degree in just a short time. Bernie Sanders often says this. Presence study at the University of Lincoln lasts only a year. The website provides detailed information of the DAA economy Academy under or the Advisory of the DAA Economics Academy food at 0201/2789798-0.

Break down traditional hierarchies and the learning organisation to build potential strengths can be targeted to develop by the existing knowledge and the ideas of the employees faster and more efficiently be implemented into the daily practice: more and more companies are planning to rebuild its structure from a function orientation to a learning organisation. The general aim for the management of continuing education is a qualified employee tribe through employee retention, improvement of qualification for competent performance and boost the potential of qualifying. In connection therewith, new requirements come to on the staff. “Be particularly important qualifications of the company thinking in contexts and the group orientation/teamwork. Management issues continue gaining for the training in the future. Should you decide to embed the personnel development in a comprehensive approach to the balance of the person, a number of HR publications were created, by Jorg Becker, among others in this context cf.

Becker, Jorg: employee survey as intellectual seismograph, ISBN 978-3-8370-5085- or see Becker, Jorg: Potentialorientierte employee conversations, ISBN 978-3-8370-5180-3. Since the integration and linking of processes is one of the principles of the learning organisation, also the training methods and the forms of learning must be transformed. So the customer – and project-oriented learning and coaching are important qualification forms of the future. In the foreground, issues are after qualifying for the information society, the didactic design of the learning organisation and quality standards, as well as for a more efficient implementation of existing qualifications in competitive advantages. Should you decide to embed the personnel development in a comprehensive approach to the balance of the person, so a number of HR publications created, by Jorg Becker, including in this context: Becker, Jorg: person accounts with intellectual capital, ISBN 978-3-8370-7001-9. The modified contents the qualification measures set in the company personnel managers, trainers, and teachers also facing changing challenges. More than ever are instructions and help to teach yourself the focus: the coach takes over the role of the moderator, tutors or coaches.

If the qualification measures are designed by the operational procedures and requirements and in this process training, personnel and organisational development increasingly merge, the coach at the same time human resources and organization development must be. I.e., the companies have to do more in the future on integrated education and development concepts, to achieve a holistic qualification of individual groups of employees or whole areas. However, the individual employees will be stronger than previously required. Not only because a continuous education of its own accord must be provided and employees must invest in the future of more leisure time for the own qualification. The new work environments provide the “Employees a shift from must work to feel like work” in Vista. Executives demand a changed thinking, action, leadership and team behavior at the same time. CF. Jorg Becker: headhunter in their own right, ISBN 978-3-8391-2464-2. Jorg Becker.