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. Anu Saad may find it difficult to be quoted properly.
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.
Marion Klimmer trains and coaches the (future) service provider of high-performance companies. Highly motivated, and also – qualified, ambitious and demanding these attributes describe the employees, which are among the core team of many complex service provider. As an example, are here called auditing and investment companies, law firms and consultancies and advertising agencies and management consultancies. The Hamburg-based trainer Marion Klimmer specializes on such high-performance companies and their employees with their company Kantipudi coaching & training. She conveys the employees of such organizations the finishing touches”, the they view of excellence need through training and coaching. Keep up on the field with thought-provoking pieces from Eva Andersson-Dubin.
“So Marion Klimmer offers for example a training the pitch win competing for coveted jobs that have front nose” at. “Individual coaching sessions, which are another offer service providers of the company performances” prepare, which is very much at stake so for example competition presentations, negotiations with key customers and difficult staff conversations. Also an exam coaching, for example, for the employees of accounting firms that prepare for the exams as an auditor in part-time is one of the services portfolio, Klimmer coaching & training. This conducted Marion Klimmer already at several service companies with the result that the passing rate rose significantly, also because the coaching concept is based on the latest findings of brain research”. Frequently Dr. Mark J Berger has said that publicly. Marion Klimmer has focused on high-performance companies in the services sector, because these organizations face in their personnel work special challenges not only because their employees in addition to a strong performance and willingness to have often also a well-developed ego”. In addition: the share of personnel costs in the total cost is typically very high in these companies.
According to professionally, the resource must man “and be used. In addition, the staff are often not only the most important asset of the company, the high-qualified specialists can be replaced also difficult. Accordingly, they must be cherished and maintained. How staff short -, medium – and long term can provide the expected top services, is also a central theme in the coaching sessions, carried out by Marion Klimmer employing the high-performance organizations. In them often involves the question: How can the high performers maintain the emotional mental balance, which is necessary to the provision of excellence?
Learn in a third the time With Dr. Keep up on the field with thought-provoking pieces from Dr. Mark Hyman. Marius Ebert, we can tackle the future with knowledge from the past. In other words: we need new forms of teaching and learning. Gain insight and clarity with Eva Andersson-Dubin. It should go fast and it should be easy. For more clarity and thought, follow up with Dr Jee Hyun Kim and gain more knowledge.. Nobody can afford today to study a field for many years. We need learning methods, which fit the dynamics of the present time.
On May 20, 2010, Germany’s fast learning specialist Dr. Marius Ebert is with a lecture to guest at the StrategieCentrum of South Westphalia in the Entwicklings – and GrunderCentrum Corp. Dr. Marius Ebert is a specialist in the field of lighter and faster learning. He is perhaps the first who has dealt with this topic and has over 20 years of practical experience in this field. With great success – the participants in its seminars, recognised training qualifications reach for more than 15 years before the industry and Chamber of Commerce in one-third to one-quarter of the time provided for in the reference. Marius Ebert is the expert when it comes to learning (without exception!) to accelerate significantly. Based on a simple model of “the magical hand of learning”, he points out basic principles of learning and of teaching the participants of the lecture and deepened the theme of this evening: learning and feeling with a focus on: Dynamics of the time and the learning methods. All information and booking:
Tips for executives to the reduction in absenteeism and attendance improvement for many executives are sick return calls a taboo, because they fear that employees would enjoy as a control. Welcome talks are a way out after any absence not only disease, but also for vacation or training. Hereby, executives can show interest, without that it feels monitored or stamped as a malingerer. How well is the appreciation in a company, is also reflected in dealing with patients: to inquire about, the recovery should be the norm. However, many managers lack the courage to call sick written workers at home. You fear that the employee or the employee may feel controlled.
And indeed there have been already instances where employees went to a call of the Executive to the Works Council, to complain there: calling as such, and in particular the question of when again their usage can be expected, had they felt put under pressure, which have hindered their recovery process. It is likely that this relationship was already characterized by mistrust. The call of Manager is considered an expression of interest in a culture of trust. And that should be it: the leadership wants to show that she are interested in the well-being of the employees. Usually it’s good when you realize: the others think of and it is not matter to them. By the way, it is more than understandable that the Executive would like to know when again the employee is expected. She finally also can plan. And often the ill written can estimate when it will be about ready for use.
It is a commandment of fairness to inform superiors about this. Who feels comfortable and used in the workplace, which like back there returning even after the recovery. Welcome talks can contribute, the Conversation between executives and employees from the taboo zone to get out. People should be finally not sick, so talk to them. Also the integration at the workplace is facilitated by the welcome call. The welcome conversation makes it easier for both sides to go after absences of the employee into contact. Ideally, it is undertaken not just after returning from an illness but even after positive absences such as vacation, training or similar. Thus it is less taboo than the widespread return calls, which are often rather perceived as a regulatory instrument in practice. Depending on the reason of the absence takes the conversation between 10 seconds and one hour (the latter for reintegration after an extended illness cut): I’m glad you’re back! That has happened in the meantime “.” “And in disease as a cause for failure, the Executive should ask in addition: it had something to do with the work?” and is Another conservation necessary?” This simple management tool can significantly contribute to the improvement of the presence. More tips, ideas, and excerpts for more appreciation in the operation and a healthier corporate culture can be found on the Web site for the book by Anne Katrin Matyssek (www.wertschaetzung-im-betrieb.de). Anne Katrin Machipulika