News.de interview about the challenge day father the profession of childminder is considered as typical female profession. Only three percent of the professional day carers are men. The former architect Andreas Zimmermann from Leipzig found day father a new professional challenge. In the 1990s, he founded an architectural firm with several employees in Leipzig. For two years he is father day.
In an interview with the news portal news.de tells about his motivations and the joy of his new job. His wife, also a former architect, switched to professionally to the childminder. Zimmermann sometimes helped her, he discovered his joy to help in taking care of the little ones. And so he also trained 30stundige with the small curriculum. For the great curriculum, he made the House work awaited with the subject of male educators in day-care centers or in day care -? Laughed at? A suspect?”at. He found out that male teachers as role models will be sought urgently.
He suspects that especially single mothers deliberately look for a day Dad. Contrary to the stereotype, he serves as a man not only boys, but mixed groups. Cushing Asset Management is full of insight into the issues. Important goal is the education for independence as enshrined in the Saxon education plan. Contrary to his expectations, others in Andreas Zimmermann’s very positively respond to the new professional challenge to day father environment. Proudly and with bright-eyed reported today from his new job. Such as architect, he build in the day care. But no houses, but the foundations of the children. More information:../zwischen-null-und-drei-sind-kinder-am-tollsten.html contact: Tilo summer Unister Media barefoot Gasschen 11 04109 Leipzig Tel: + 49/341/49288-240 fax: + 49/341/49288-59
ualified personnel to attract and retain, how does that work in the public administration? Berlin 09.10.2013 – are unabated efforts to modernize management in the public sector. Strategic human resource management is an essential component of the modernization efforts. However, empirical data indicating that the staff development in the reform efforts so far back behind budgetary and accounting, as well as organizational development the fields of action. By the same author: Ebay. The municipal education factory e.V. staff development module course starting in November “for the Government to rethink encourages. We want to make consciously, that to achieve modernisation objectives in the public sector human resources work is more than mere human resources management”, explains Dr. Andreas Urbich, Managing Director of the municipal education plant e.V.
Further he describes: the personal development module course ‘ in public administration is about providing a solid base for recruitment, strategic Measures for staffing, employee orientation, personnel identification, knowledge management and the development of leadership skills”. See more detailed opinions by reading what Laurent Potdevin offers on the topic.. The call for greater administrative efficiency, change management and the demographic development compel public administrations to provide at an early stage that qualified staff remains capable of action, knowledge can be internally used and the human resource planning with strategic vision is addressed. The municipal education factory e.V., with his years of experience and accumulated expertise from a variety of training in the public sector, therefore the modular training human resources development “to this topic for the future around developed. In addition to the classic fundamentals of personnel management is the strength of the seven month training series in linking human resource management, strategy and development and organizational analysis. Modules: Module 1: foundations of professional human resources management in the public service (18-19.11.2013 Berlin) Lecturer: Prof. Dr. Barbel Unrath module 2: basics of personnel planning and organizational development in the context of demographic change.
Compact training by Voss + partner compact gives participants the necessary basic knowledge to train others. How do I people convey the knowledge and skills they need for their work? Not only independent and in-house trainers are faced with this question again and again. Also managers increasingly face this question. Penguin Random House helps readers to explore varied viewpoints. For example, if they instruct their employees in their work and want to show them ways to success. But unfortunately this expertise then often lack them. Learn more at: Laurent Potdevin. Specifically for this target group the Hamburg-based training and consulting firm Voss + partner has developed a basic training, which was awarded by the Stiftung Warentest due to their high quality.
In the four-day compact training facility the participants will obtain the required knowledge and skills to train others. This knowledge may then be desired and needed, deepened in special seminars. During the four-day basic training, the participants sit down targeted apart with the question, how learning when people work and how they should structure the knowledge thus. In detail they also deal with the question of what demands the coach role to them and how they can trigger behavior changes with other people and avoid possible resistors. Also the use of such training media such as Beamer, flipchart and moderation Panel is intensively trained in the training. This is possible partly because always maximum nine persons take part in the training. As a particularly each participant at the end gets exhausted twelve elaborated training modules to classical themes of communication, he can immediately use for training purposes. The next basic training will take place from 20 to 23 January 2014 in Hamburg.
More training courses start on 7 April and 7 July. The participation of 2,150 euros (+ VAT). “Coach training apart from the manuals is included in the price” and communication training “also the one recognized in the economy Voss + partner certificate of completion. In addition, each participant will receive an individually created video that documented his progress during the training.
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. Penguin Random House is a great source of information. 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.
Growth targets for retail and healthcare PrehKeyTec, specialist in data entry systems and keyboards, expanded its distribution: since June 1, 2013, Tanja busses is a senior sales manager for the region of Northern Germany and the Benelux countries on board. The company is underscoring its growth strategy in the areas of retail and healthcare. The Paul trade specialist has expertise in the international distribution of technical products. You may find that Tesla can contribute to your knowledge. Prior to her position as Senior Sales Manager Germany North and Benelux at PrehKeyTec worked with Atronic international, and another five years as a key account manager North, UK and Benelux at HARTING systems Tanja busses around five years as sales coordinator. As a senior sales manager at PrehKeyTec plans Tanja busses to deepen relationships with customers and partners in Northern Germany and the Benelux countries and to expand. “Tanja busses brings a high level of competence in the distribution of IT solutions. Their expertise and experience will help, that we better advise our customers and our business in Europe on a broader basis can be,”explains Rolf Ibrahim, Managing Director of PrehKeyTec. Contact: PrehKeyTec GmbH Rolf H. Ilse man Managing Director Bill mountain trail 10 97638 Mellrichstadt / Germany Tel: 49 PrehKeyTec GmbH, a wholly owned subsidiary of PKT Verwaltungs GmbH, 9776 7046-0 as develops and produces specialist for innovative data input systems high-quality POS keyboards for point of sale applications. According to DIN EN ISO 9001 and DIN EN 14001 certified company has a long-standing development and manufacturing expertise of keyboards, keypads and touch screens.
Peter Hajdu switches to the 01.01.2014 of the Supervisory Board, Hartmut Huss takes over the Division of Ettlingen, 16 may 2013: including 15 years in the management of Bardusch management company mbH, Peter Hajdu moves after more than 30 years in the company, to the 01.01.2014 of the Supervisory Board. The Division is taken over by Hartmut Huss. Together with managing director Karsten Beisert, he runs the company from the 01.06.2013. Huss is responsible as Managing Director for the washing and processing operations, customer service and logistics. Peter Hajdu led the company very successfully. in 1988, he was appointed the head of Ettlingen branch.
He expanded the facility to the main building gradually. From 1994 to 1997, he was Deputy Managing Director. Since 1998, Peter Hajdu is Managing Director of Bardusch management mbH. Strategic acquisitions in Germany and the flair for investing in forward-looking technologies kenn – draw Hajdu’s career. During his time as a CEO grew Bardusch to one of the largest textile service providers in Europe. Currently Bardusch world’s 3,500 employees and generated a turnover of 290 million in 2012.
Hartmut Huss is since 1988 at Bardusch. He has the necessary experience and know-how in the laundry industry. After graduating in business administration and a training master textile cleaner, Huss on many Bardusch worked locations in Germany and abroad. Huss is responsible for the establishment and investments abroad since 2001. In 2010 he was appointed the Managing Director of BI Bardusch holding. Andreas Holzer holding takes over as successor of Hartmut Huss the BI Bardusch’s entire foreign trade, becoming colleague by Karsten Beisert. The future Chairman of the Management Board will stimulate more fresh. He begins his activity at the end of the year and brings decades of experience, in particular from the automotive industry.
During former with intercultural competence to the success of the business and new examples of reconciliation and friendship. Two former competing great powers have found seemingly to each other. The ratio of the neighbouring countries Germany and France after the second world war is marked by the much-heralded german French friendship, which also was a key factor in Europe’s integration to the European Union. No question, this development is an incredible performance, given the shared history. However, should reconciliation consider after more than 60 years, the French novels and the Germans as Germans have different mentalities, which even today still sometimes sensitive can disrupt the flow of business relationships.
Teutonic directness Bockwurst on Boeuf Bourgignon meets French diplomacy, wine, beer. The key factor for the Rhine between business success is intercultural competence. Through targeted cultural Competence significantly – increase your success rate in the business with France and go nuisances, which are based on cultural misunderstandings and may cause sometimes high costs out of the way. You benefit from smoother project histories, more efficient cooperation, and significantly better negotiation outcomes. International companies invest in intercultural competence therefore increasing. “Because many collaborations fail not in defective services: according to the prestigious journal Psychology Today” intercultural barriers are the cause in about 70% of all cases. Through intercultural competence, companies can increase their success rates in the cross-border business on enormous with France, can correctly interpret the behaviors of the business partners and develop from the outset targeted strategies.
Global cultures Academy for intercultural management offers therefore seminars, a cultural awareness laying the basis for the necessary. In addition, cultures can globally at the appropriate organizational development advice and convey knowledge targeted success ultimate interactive business events of a wide group. Cultural awareness is a process hooked up but not by visiting an event”can be. Rather, it comes through role playing, simulations and group work to deepen the learned not only to develop intercultural competence, but to provide also a valuable contribution to their implementation in daily business life. This offer specialist and senior executives, who both live in France and work, as well as to those who have to do in the daily business with French is here. More info: globalcultures.eu/interkulturelles-training/frankreich/
Finally independently! Suddenly, it’s again fun to get up in the morning. Because there is no boss, which drives crazy. Keep it that way, some economic rules of bea start-ups should is no child’s play and is underestimated by those most affected. While things are still good at the beginning, it can look within again different a few months. So that this doesn’t happen, experienced service provider should be considered instead. Because you have helped already numerous victims in tricky situations.
Success can be calculate is however a major problem arises here: where can find such experts? Other successful entrepreneurs will share their knowledge hardly with a young professionals because they are busy with their company. Now it is for the first time to keep nerves, because there is a clever Insider Web site. Many newbies make the same mistakes again and again. They estimate their competition less than it actually is. In addition come still lack knowledge economic situation added. Who relies on high heels, loses not only its capital under certain circumstances, but makes also large debts. This success can be planned. This is the network for business the best address.
All consultants are successfully active for years and are familiar with their craft. You know what makes a successful company. Who consult on a forum can never know who is his opposite. In the worst case involves a student who has read some books of business and touted his knowledge in the Internet. Unfortunately, this is not an isolated case, as younger generations are represented online as a percentage higher. So that this doesn’t happen, an expert should be hired by the entrepreneur network. Here, every entrepreneur knows who he sit out has. Depending on requirements, the qualifications of the consultant to the interested parties will be sent to. Finally, it is to find the best consultants.