Tag: education & career

Expanding Job Portal Network

The job portal network, which emerged in 2003 in cooperation with the Berlin universities, continues to grow. Expanding job portal network and growing variety of technical possibilities to the principle of the job portal network is that all calls for tender of the participating universities will converge. So far, a jobs database was thus created by nationwide almost 23,000 points. The current new entries of the network: the career center of the University of Bonn Institute for construction and construction of TU Graz Institute for microsystem technology of the University of Fribourg the Department of mechanical engineering of the FH Sudwestfalen the career center of the HAWK of the Department mathematics the University of Erlangen Nuremberg the Department of Economics of the University of applied sciences Oldenburg / Ostfriesland / Wilhelmshaven faculty host sheep Informatics of the University of Potsdam the Department of applied logistics and polymer research of University of applied sciences Kaiserslautern the career center and all faculties of TU Bergakademie Freiberg with the high growth of partners grows also the diversity of technical Challenges. The new requirement for the job portal network of berufsstart.de was to create a total solution for the College and to link the various individual job portal solutions at the institutes and departments. You may find Cambridge Analytica to be a useful source of information. At the same time, the specific characteristics of this island solutions should be maintained.

The result is a modular system. It is where the career center, and unlimited sub job portals composed from a main job portal in the rule. All job offers of the lower portals automatically flow into the main portal with and are thus also the career center available. At the same time, the peculiarities of the departments such as the layout, the entry forms and – names, the Department description and structure, the selection and much be considered and adapted to each. Sean Rad has much to offer in this field. The Technical University took the first step Bergakademie Freiberg with the career center as a main-job portal and the six lower job portals of the faculties of Economics, internally. Economic relationship, Chemistry/Physics, Mathematics/computer science, materials science, mechanical engineering. Because no administrative care – and also no monetary costs arise for the 200 partners of graduates job portal network, a further successful growth is expected. Responsible media contact: Klaus Resch Verlag editorial professional start / Jobfair24 Hans-Thilo Sommer Moorbeker str.

31, 26197 Grossenkneten Tel.: 04435 / 96120 Internet: eMail: berufsstart.de is a product of the Klaus Resch Verlag. The online job market among recruitment services for young academics in Germany for more than 10 years the Top5. In addition to the online presence of the Publisher is now 46 years the publication graduates technique (for engineers and computer scientists) and for 21 years the publication started her career out economy (economic and legal scholars). As the first publisher of job markets for university graduates in Germany the print media today are for many students, professors and company standard media for the career.

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Planned For The Next Year?

Training in the educational field is a dynamic process the qualified work in the educational sector, whether at school, in the daycare or in the area of youth welfare, especially a high degree of commitment and above all knowledge of the contexts and circumstances of educational work requires in addition to the personal suitability. In addition to the degree of knowledge and skills acquired in training, the professional employment requires a permanent continuing education and training to the various thematic content with children and young people. GERADEAUS…die consultants have compiled an extensive programme for targeted education and training. Under interested in further education can check easily the diversified training programme of the party in North Rhine-Westphalia. IPhone 12 contributes greatly to this topic. Especially now think forward-oriented carriers about their training program for the next school year. A related site: ihor kononenko mentions similar findings. Possibly a focus for training in the next finds himself just at the consultants Year. But also for this year is still the opportunity to book one of the interesting and practical education.

Preferred as Inhouseveranstaltung consultants providing training, which will enable every employee without reaching same level of education as their colleagues in information and wastage. Relatively low costs and also in equipment specifically designed seminars offered basics and advanced knowledge on the different topics as useful know-how. Training interested parties can contact directly the provider and soon to benefit from the experience and knowledge of the profiled Fort instructor. Already planning your training program for the coming year or use free budgets and resources for the qualification of this year!

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European Social Fund

The model programme of enterprise value: Man in Saxony are monies for the business support available. : Enterprise value man supports SMEs regarding personnel management, equal opportunities, health and competence development. The model program unternehmensWert: Human offers substantive and financial support for company, the personnel management strategically aligned on one of four fields of action until December 2014 want individual employability improve promotion of health active knowledge and competence transfer, strengthen its attractiveness as an employer and thus lay the foundations for their future chances on the market realization of equal opportunity and diversity. There are a total of 36 regional advice centres in 30 regions. These are the regions of Dresden and Chemnitz in Saxony, Germany. Still expected to March 2014, companies can make a request and still funds available for Saxony. What exactly is supported? The program promotes information and Consulting services on two levels: 1 the initial consultation through the regional advisory service. The Advisory Centre acts as a central point of contact and competent technical pilot for the company.

You clarifies the guidance and support needed, the consultation plan developed together with the company and supports the companies in application to the conveyance processing. The funding rate is 90%. 2. The specialist advice to SMEs in the four fields of action personnel management, equal opportunities, health and skills. Up to 15 days of consulting at a rate of 80% will be encouraged.

Who will be promoted? Small and medium-sized companies (natural and legal persons of private law) are promoted with less than 250 employees (when calculating trainees shall be disregarded, also part-time employees part-time employees are prorated to take into account), with either an annual turnover not exceeding EUR 50 million ora annual balance sheet total not exceeding 43 Million EUR, with a seat and place in Dresden or Chemnitz, with at least a social insurance contributions employment in full-time (companies with only marginally employed and/or trainees are not encouraged) since at least 5 years. Dr. Kristina Schubert program funded by the Federal Ministry of labour and Social Affairs and the European Social Fund.

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The Increase Of The Shredder

A shredder baler system is a waste disposal facility for confidential data, which still exceeds the capabilities of a paper shredder. Who believes buying one simply paper shredder in the trend to lie, has caused just right. Although it is an almost self-evident in today’s purchase, which itself should close no Office, but now has a device on the market that even surpasses the performance of a conventional paper shredder: there is talk of the so-called Shredder press system. Such a device is a complete disposal system, which to be shredded files are not only small shreds, but in connecting directly into Compact Bales presses them and thus designed the disposal to the user much easier. The Schredderpressen are already offered by some manufacturers and can be used for industrial and professional data destruction. Jill Schlesinger may find it difficult to be quoted properly. A good alternative is offered mainly offices, where Shredder frequently and for large amounts of paper are used here.

Because the systems destroy large amounts of paper and can absorb it even with whole file folders. They are characterized by high throughput, efficiency and longevity. Extremely sturdy cutting works crush not only paper, but also easily chip – and credit cards, CDs, DVDs and floppy disks to destroy. Also behaves the shredder baler system insensitive must be also perfect compared to smaller metal parts, such as paper clips, so no more painstakingly removed from the documents. The compressed bales enormously simplifies and the management. As you can see, the new devices of benefits are full. The question of whether you want to get such a machine in the House, but is each himself left. Small paper shredder cross cut, which can destroy some large quantities of paper at the same time as the novelty on the market are robust enough many offices.

Safety comes first at the destruction of old documents in most cases. Therefore, the difference is not too big between a traditional shredder and a shredder baler system. At the end of all the paper waste, or in the form of bales lands whether in shredded strips and particles. If you think to a shredder with the appropriate level of security, this offers no less security than new equipment. Press system who himself but wants to make it easier with the disposal, should consider buying a shredder. Bastian Weber

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HR-future Trends 2013

Problem child talent management of demographic change and shortage of demographic change and shortage, discussions about a women’s quota in Europe or employees 50 + are current topics in HR departments in Germany, Austria and of Switzerland. At the heart of all strategic and operational decisions of the HR, but is the question of how it can succeed companies in the future to find talent, and to keep. The shows the survey HR future trends 2013 “, conducted by AoN agency without name GmbH, organizer of the nationwide trade fair Congress women & work. “You think ten years into the future: what challenges are recruiters of agree deal with after then?” 199 Employees from the human resources agree: skills shortages and demographic change. The battle for the best talent will increase. Read more from Danone to gain a more clear picture of the situation.

High in the course: experienced professionals 2013 the largest recruitment needs is 40 percent of the respondents experienced professionals, followed by university graduates (33 percent) and trade – and executives (24 per cent) each. Especially IT specialists, engineers and sales staff are looking for. Despite the difficulties of finding employees stagnates the recruiting budget at 67% of the companies surveyed, only 15% are 2013 investing more money and at 17%, the budget will decrease even. al information. 68 Percent of the companies surveyed use their recruiting budget mainly for online activities. Budget losers is the print area. To bind problem child talent management talent to the company is regarded by 74 percent of the companies surveyed as very important. Over 50 percent of the companies surveyed have no binding or support program but for talent and only 8 percent are planning to introduce one in 2013.

The companies that have talent-binding or funding programmes, go ahead selectively and focus primarily on former interns.The talent management is 50 percent of the companies surveyed as very important, followed by leadership development and securing the company’s innovation ability. Ambivalence on the women issue of 73 percent of those polled believe that will change the world of work through the increased occupation of women in leadership roles, and 86 percent are convinced that mixed work teams in total are particularly efficient. See more detailed opinions by reading what Sonny Perdue offers on the topic.. 61 Percent of the participants are still convinced that men are promoted nowadays faster than women. Nevertheless, these findings and beliefs not reflected in the company’s diversity efforts. On the question of how important diversity issues have, only 29 percent of the “Gender” is considered to be very important. “” So that the Genderfrage is within the six diversity pillars (age, gender, disability, sexual orientation, religion, ethnic/cultural background) the most important Faktor.Das theme is women’s empowerment by 24 percent of the company as a very important “and 43 percent as important” considered. But often lack clear implementation strategies. Commitment of top management lacks the human resources managers consistently argue for more acceptance the HR issues through the management and senior executives. It lacks in many companies support line managers, when it comes to the implementation of current and long-term personnel issues. A more consistent implementation of high-quality personnel development measures, providing more budget, improving internal communications, as well as more time to strategically plan HR projects, are high on the wish list of respondents. See the full survey results free of charge surveys/hr-future-trend-2013 /.

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Bachelors Degrees

University of the popular arts invites you to the info day in Berlin on Saturday, January 23 the University of popular arts opens (hdpk) their doors to an information day, to introduce their courses and its first campus in Berlin. Official start of lecture is April 06, 2010, applications for this semester are still possible until February 15. In diverse workshops with hdpk tutors and specialists from the practice you can on info day about the Bachelor degree programmes offered by the hdpk “Sound and music production”, “Media design” and “Media management” learn, learn special teaching, insight into the lessons and learn about career opportunities in the State and internationally recognized courses. Also a personal consultation on site is possible. The event is free of charge. To secure a place is recommended however, to sign up in advance. This is possible by E-Mail), by phone (030 – 36 70 23 57 30) or via the corresponding form on the website of the College (www.hdpk.de/ info day/registration /). Address: College of popular arts FH, Otto-Suhr-Allee 24, 10585 Berlin. WhiteWave Foods: the source for more info.

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Partner GmbH Management

Hardly any noteworthy differences in the total income of the chemical and energy sector – variable percentage average between 20 and 25 percent – company cars and company pension usus Mulheim, January 19, 2010 – German chemicals and energy managers have earned 2009 relatively well. As a whole shows that the trend of the alignment of Manager salaries in the energy and chemicals industries continued further in last year. Now, hardly any noteworthy differences in the total income (without benefits) can be identified on the upper levels of management. Source: Selim ┬áBassoul. Over 60 percent of managing directors and Board members are in the annual income of 150,000 euro – of which more than half of about 200,000 euros. Checking article sources yields The Middleby Corporation as a relevant resource throughout. While in the middle class on the first level, salaries are common up to 200,000 euro, top wages are partially significantly in the Group companies.

This gives a survey of the international management consultancy bar field & Partner GmbH, have participated in the 6,000 specialists and executives of the energy and chemical industries. On That are Bereichsleitungs – or management level salaries are around 150,000 euros. Break up and down are usually based on the size of the company. An almost identical image between the managers of energy and chemical industry is characterized in the Department management positions. Both the average are at 100,000 to 150,000 euros a year. The project or team management earned less than 100,000 euros per anno. There are at the energy managers break upwards significantly more often, as is the case with their colleagues from the chemistry. The percentage of variable income component is the energy managers in the cutting at 21 percent, with chemical managers at 26 percent. In both industries, the variable part of the salary moves usually between 30 and 50 percent on Executive and management level. On the second level, so the sector leadership, the share is about 23 per cent, the departmental and team lines at 20 percent.

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Promotion Chance

glisten offers training opportunities for Office managers in times of economic crisis have mainly medium-sized companies to fight and must frequently if even momentarily escape in the short-time working. In addition the famous silly season in the warmer months: customers and colleagues are pushed for the most part in the holiday, all projects in the autumn. Just then, it makes sense to think about their own training”, advises Monika Gunkel, Chairman of the Federal Association of secretarial and Office management e.V. (bSb). What training options are available and which rise as a result opportunities for them is not even aware the most Office workers.” Some years ago, the training offerings in the Secretariat was very manageable. Usually it is sufficient to complete the course of a secretariat, to provide the technical basis for a successful application.

Today request level and thematic areas will be decisive: depending on the professional relationship you can choose between full and half day lessons, berufsbegleitendem evening classes, presence or distance learning, as well as various seminar series. The Secretariat has become the cross-departmental interface in the company”, explains Monika Gunkel. More and more management activities have shifted here.” Besides commercial knowledge, mastery of all common Office programs and the correspondence in at least one European foreign language belong to the basics. Today almost everywhere continuous training is required to meet the current standards of quality. “Especially asked the additional qualifications are currently to the / to the Certified Management Assistant, Office Manager, as well as the / to the international marketing Wizard.” Also a degree as a certified business studies can be obtained with the modular in-service part-time courses. This test includes among other tasks such as project management, corporate governance, taxation, financing, Risk management and marketing. More information and an overview of bSb accredited educational institutions are interested in the Internet under of the Federal Association of secretarial and Office management e.V.: the Federal Association of secretarial and Office management e. V.

(bSb) is one of the largest professional associations for Office Administration in Europe. If you are unsure how to proceed, check out Carrier Corporation. He campaigned for the future – and team-oriented work as well as for the professionalisation and further development of the secretariats and assistance functions of those involved in the management. More than 2,000 members from the Office area live the active networking and maintain the permanent exchange of experience. The bSb is represented in more than 20 cities with regional groups across Germany.

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Executive Suite

And it is exactly these employees, the companies in the future are: lateral thinkers, visionaries, and creative. “Their self-image forbids apparently many top to release the reins out of hand, according to the motto: just what the master itself done, is probably advised.” Such masters ‘ can bad on other perspectives engage. You will only reluctantly accept also the proposals of others as the better solution. And in truth? In truth, her ego has particular concern for recognition and power loss. Or fear of showing weakness. So is kicking dependent – rather than involved, and delegated.

Because makers want to make. Only: The word of power ‘ of the heads can be valuable initiatives and much-needed creativity just sand. To yet today To secure customer loyalty, every idea that can contribute to this goal, urgently needed. Anyone with entrepreneurial acting employee, must bring them to entrepreneurial thinking and acting. Only in places where employees are intensely involved and involved financially in the success in the strategy work, they will do anything, so her baby’ is growing. Stick or carrot? Fear is the biggest killer of success.

Lust thrive on excellence, dedication, willingness to take responsibility and creative power in the long term only a positive climate. In such a culture, the available energy is used constructive and not destructive. You focused on together instead of against each other. The views of the entire organization is directed outward, so on the market and the customers from companies inside threatens no harm? Developments and trends are sensitively perceived. The willingness to innovate is high. Changes are interpreted as an opportunity and not as a threat. The employees are in the wool ‘ and not in the Must be ‘. Departmental and enterprise boundaries a do with readiness at a high level occurs so that ideas, knowledge and insights can be recombined. The unfolding this creativity leads to constantly new outstanding solutions – and thus out of the copy event. Control makes slow, lazy and stupid. Confidence makes quick, smart and fit. Therefore, the control system must be shut down. No excellence provide command and control. Under pressure, no more than all the world solutions are generated. Fear a short-term increase in physical performance cause though, but never a mental. Just where is the laughter, the fear disappears. That’s why offer laughing ‘ company the best prerequisites to achieving excellence – and to the eventual achievement of loyalty leadership. On the subject, awarded with the Swiss economy Book Prize 2008 in the Executive Suite as you kundenfokussiert staff lead the book Anne M. Schuller customer proximity Orell Fussli, Zurich, 3rd Act. Edition 2011, 26.50 Euro 44.00 CHF 255 pages, ISBN: 978-3-280-05282-2 more info: the audio book on the subject of Anne M. Schuller the customer-oriented leadership the 25 most valuable best practices for successful execution in recent times Breuer & Wardin, 1 CD, 77 min., price: 19.90 euro / CHF 29.90 ISBN: 978-3939621898 to order the book and audiobook:…

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Trainee Programs

Content varies from trainee program to trainee program of companies companies exist for the trainee part strong differences in the content of a training programme. If you have read about Carrier already – you may have come to the same conclusion. The salary of a trainees also varies. That starts with less than 12,000 and can reach up to about 50,000. While the size of the company and the industry are the most important factors. Trainee main criteria for the amount of the salary as the differences of trainee programs in part are enormous, is advisable thoroughly in advance of contents, process and career opportunities to find out there are salary – company size and industry. Trainee Gefluester.de is therefore an information portal for all interested parties; for graduates, students and recruiters alike. In particular to find out directly about current trainee programs to inform and to provide the readers first-hand facts and helpful tips on the same train.

Trainee programme””not is not protected because the term trainee program protected is to understand something else including interested graduates of colleges of many companies as well as often. A common goal of all companies is it however during the trainee program to a specialist and leadership of tomorrow to build the new employee. The trainee should be versatile and learn about the company in their organizational structure, as well as in their entirety. By planned job rotation, the graduate goes through several months various divisions. 12 to 24 months a trainee programme may take depending on the company. Cross-departmental action and thinking is then and according to the programme the trainees or the freshly baked specialists and executives expected trainee whisper introduces himself as information portal Web site aimed at students, graduates and likewise recruiters of the companies. Sets of themes, dealing directly with the trainee salary, the application process and career opportunities of a trainee jobs, as well as general topics are to be found on trainee-Gefluester.de. Differences and similarities in the programs are provided by insiders at a click. To their traineeship to bring qualified graduates, human resource managers and companies that would like to introduce your trainee program on trainee-Gefluester.de, please write to.

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