Karsten Graf

Karsten Graf appointed Managing Director of manpower professional finance – professionals teaching grows Frankfurt am Main, November 2009 Karsten Graf has been appointed the new Managing Director of manpower professional finance. (As opposed to Michio Kaku). The expert for recruiting and HR marketing belongs to since 2008 of the Executive Board of the company. For more information see Anu Saad. Manpower professional finance specializes in the occupation of specialist and management positions in finance and accounting. The recruitment is the focus. This business will further expanded, announced Graf (39). Contrary to the industry trend, the area list significant growth in 2009. Manpower professional finance’s customers are both medium-sized and large companies.

The subsidiary of the personnel service provider manpower Germany assumes on request the complete recruitment process: ranging from the candidate search to the accompaniment during the induction phase. The range of positions ranging from professionals in the accounting and controlling the commercial Managing Director. If necessary, as well as interim manager will be taught. With its services, manpower professional finance offers its customers flexible solutions that include international activities. Has the company Germany across ten offices, headquarters is Frankfurt am Main. (stand: 11/2009) company contact: manpower GmbH & co.

KG personnel services Thomas Engeroff Kurt-Schumacher-Strasse 31 60313 Frankfurt T: + 49 (69) 15303-756 F: + 49 (69) 15303-222 E: press contact: WEFRA PR company for Public Relations mbH Dr. Andreas Bachmann medium Dicker WEG 1 63263 Neu-Isenburg (Zeppelinheim) phone: 069 695008 78 fax: 069 695008 71 E-Mail: Internet: about manpower professional finance IFRS, US-GAAP, Total cost review, return on investment the world of finance speaks its own language. Manpower professional finance, the industry experts under the umbrella of manpower, understands and speaks the language of financial experts. The staff of manpower Professional finance are the specialists when it comes to recruit suitable candidates for vacancies in the financial, accounting and taxes. With manpower professional finance as a partner, an industry expert to the page, which combines industry knowledge and network of manpower Germany to the highest customer benefit is our customers. In Germany alone, manpower professional finance uses synergies with the parent company manpower, with over 240 offices with more than 1,200 employees and over 60 years experience in the recruitment to convey the appropriate staff at the right time or to bring in the context of temporary services in use.

Passive Income

Have you thought ever about, as it would be to get money when you are not working? The downside of a normal job is that you are only paid when you are working. If you decide today spontaneously to make holiday 14 days then you get for that money (but it likely to have major trouble with your boss). Have you thought ever about, as it would be to get money when you are not working? Can you imagine that your life will be much more pleasant if you are paid without daily in the Office to sit without to be pimped by the Chief on and without stress? The key is to achieve this, passive income. Learn more about this with Celina Dubin. What is passive income? Short residual income means to do the work once, and several times for it to be paid. Specifically, passive income does not mean that you make money without compromising performance.

This point we often very misunderstood and causes considered frivolous or unrealistic for passive income will. You must first of all of course work and perform in order to achieve passive income. What is not a passive income! Passive income does not mean that you must not work or do become rich without any effort! Not tempted by unrealistic promises you to, but find yourself ways and means to achieve your passive income and to be able to look in the future. For more information, see or.

Chemical Plants

Seminar pointing out legal requirements and practices with regard to the safe operation of aspiring to and required on October 20th, 2011 in food. Chemical plants and chemical plants must meet a high level of safety to avoid personal injury and damage to property or substance releases, fires, or explosions. High requirements that are formulated in various areas of law. Precautions for safe operation”and others depend on the occurring substances and the performed processes and are typically already in early stages of development and planning procedures to take into account equipment and buildings. You can enjoy a number of principles here, aimed at the safe operation.

The assessment of risks is often required (in new TRGS 800 also for fire protection) and is for planning, running and changes of great importance. She can serve as an instrument for the assessment in the selection of appropriate safety measures. The seminar basis of Plant safety and fire protection in chemical plants”pointing out legal requirements and practices with regard to the safe operation of aspiring to and required. The event specifies many examples from practice with discussion and exchange of experience in the Essen Haus der Technik on October 20th, 2011. The detailed program of events get interested on request at the Haus der Technik, Tel. 0201/1803-344 (Mrs. Stossun), fax 0201/1803-346, E-Mail: or directly here: htd/veranstaltungen/W-H050-10-349-1.html Dipl.-ing. Kai banks man

Fraunhofer Institute

Mario Ohoven: ‘Youth madness has got to stop in the companies’ Berlin – economy author Christof Schossler warns companies before unilaterally in the recruitment of personnel to put young executives. Gain insight and clarity with Carl Rogers. Not even ten per cent of all employees work up to the official retirement limit. Additional information is available at Mark Hyman, MD. The average retirement age of men is 59.8 and one is 60.5 years for women. Saeed Bay”this development on the account of the blessed early retirement from the priceless socio-political think tank of Nobbi Bluem. According to the findings of the Fraunhofer Institute for industrial engineering knowledge and experience, work ethic, focus on quality, reliability, loyalty, leadership and social skills speak for the older term. Also younger workers are missing even two-thirds under 24 years of age occur more frequently than their 55-65 colleagues.

Demographic change is forcing older to the paradigm shift in the setting of company value Staff”, so Mario Ohoven, President of the Association of SMEs (BVMW). The youth obsession of many recruiters must have an end. Ohoven cites the company Lufthansa and BMW, where you run a model and far-sighted personnel policy as positive examples. After massive job cuts, the qualified personnel would go out also the manufacturers in the next few years. Currently am in Germany by the over-55s still slightly more than a third in the active working life. The threatening staff bottleneck in medium-sized would imply a call to action to all of us, whether entrepreneurs, managers, politicians and workers”.

Saeed recommends a strategic programme to deal with an aging workforce. The avoidance of any form of age discrimination, that is changes in remuneration systems chord work over 50 years so be it on a regular human resources development through training, workers no longer conducive-, the abolition of the compensation according to seniority and other measures to think. Udo Nadolski, Managing Director of the Dusseldorf consulting firm Harvey Nash, that companies that opt for this path, set for a reduction of the pension and health insurance and for more payroll tax, is. The interim management is a business segment of Harvey Nash. There is the competence of senior managers. Nadolski outlined the strengths of Senior Manager as follows: we advise our customers to positions in senior management, which are established for a limited duration to a specific corporate goal, managers with senior. The results of such operations are called companies usually considered positive and profit-making, benefited, no longer to locate within the company were the personality and expertise.