Your shopping cart is currently empty!
For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Magazine, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & copyrights: Hansgrohe supported our work financially. With us you will find statements and interviews by and with celebrities and important personalities - including Hollywood stars, former heads of government and managers. The image material was provided by the respective opinion provider.
By Simone Janson (More) • Last updated on October 21.02.2024, XNUMX • First published on 21.02.2014/XNUMX/XNUMX • So far 8497 readers, 3149 social media shares Likes & Reviews (5 / 5) • Read & write comments
Thomas Egenter is Human Resources Manager at Hansgrohe, a medium-sized company Companys based in the Black Forest. In an interview, he talks about his experiences with home office regulations, the reaction to the shortage of skilled workers and employer branding in the SME.
Thoma Egenter studied business administration at the Schwenningen vocational academy, specializing in industry, and wrote his diploma thesis in the field of human resources management. He has been with the fittings and shower manufacturer Hansgrohe since graduating in 1992, initially as head of the commercial department Vocational Training, later as a personnel officer, head of wage and salary accounting and head of the company suggestion scheme. Since 2000 he has been Head of Human Resources at the German company.
For us, flexible workplace regulations are completely normal. At our Schiltach site, around 2.200 of the 30 employees work remotely and around 80-100 work from home.
Teleworkers work at home for one or two days a week. These days are also contractually fixed.
The home office regulations are more flexible: The Employees can stay at home for a day from one day to the next and for example on one Projects work. This is not contractually stipulated, but our employees have to work from home System register, so that in case of accidents we Insurance be able to prove that work was actually done at home.
For example in human resources Accounting, on sale or the IT – actually in almost all areas except in production and in production-related areas.
Not quite. If someone wants to work at home four days a week, that is not possible, we allow a maximum of two days a week. Even if appointments were to be missed because of the home office, that would be absurd. But our employees have just as much personal responsibility, which is why we trust them to manage it themselves.
If, for example, my employee from HR development tells me that she will stay at home tomorrow to prepare a project, that is not Problem. With this scheme we have consistently positive Made experiences.
No, it has nothing to do with that. It's simply an organizational question: There are a lot of coordination processes in our company, so the employees have to be in constant communication with each other. This is best done on site.
With our faucets and showers, we make products to touch. Since we have subsidiaries in 42 countries and export 80 percent of our products abroad, we have to adapt the design to the respective markets, for example. This requires several adjustments between product development, designers and sales, which can only be done on site.
Of course, it's ideal when two teleworkers get together Workplace share, but that wasn't the point: on the one hand, flexible working hours were repeatedly mentioned by applicants, for free time and privacy have a completely different status today than 20 years ago - keyword Generation Y. Today, companies have to focus on their employees apply - not the other way around.
Above all, however, the topic was actively inquired about by our employees who are returning from maternity leave - as a company you should pay attention to the needs of its highly skilled workforce.
For the same reason, we offer, for example, during the school holidays a care for the children, with which then for example excursions are made. And even if family members are ill, we help with consulting services to find suitable help.
So far we have still been able to cushion any problems, but that is also because we are training disproportionately ...
Overall, we employ approximately 140 trainees, each year, 40-50 are added, and almost all of them are usually taken over as well.
Nevertheless, of course one must be prepared for the demographic change: The location Schiltach is located in the countryside, the next largest cities such as Stuttgart are about 90 minutes away. You have to come up with something to be attractive as an employer.
We have set up a comprehensive campaign, where our own employees appear as testimonials on ads and in Youtube videos and promote Hansgrohe as an employer. We are also targeting the graduates at trade fairs.
Most successful, so that Feedback, our personnel marketing is always there, where who is personally in contact with the potential employees Contact came or if they got to know the company personally.
In principle, all: engineers, computer scientists but also business economists who can be used flexibly. Although we manufacture 80% of our products in Germany, we also have production sites in the USA, China, France and the Netherlands, and we have approximately 42 employees worldwide with our 3.500 subsidiaries.
That's why we always expect applicants to have an international background: they should have studied, lived or even worked abroad at least once. Internationality is an increasingly important economic factor.
A good 10-12 percent of our employees come from abroad, but some have been in Germany for a long time. Recently we targeted someone for that Business Development Latin America sought and found in Portugal.
Of course, to hire someone like that, a company must also be prepared to help them with housing, bureaucracy and languageCourses.
Acquire this text as a PDF (only for own use without passing it on according to Terms and conditions): Please send us one after purchase eMail with the desired title supportberufebilder.de, we will then send the PDF to you immediately. You can also purchase text series.
4,99€Buy
You have Ask round to Career, Recruiting, personal development or increasing reach? Our AI consultant will help you for 5 euros a month – free for book buyers. We offer special ones for other topics IT services
5,00€ / per month Book
Up to 30 lessons with 4 learning tasks each + final lesson as a PDF download. Please send us one after purchase eMail with the desired title supportberufebilder.de. Alternatively, we would be happy to put your course together for you or offer you a personal, regular one eMail-Course - all further information!
29,99€Buy
If our store does not offer you your desired topic: We will be happy to put together a book according to your wishes and deliver it in a format of yours Choice. Please sign us after purchase supportberufebilder.de
79,99€Buy
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
[...] You are now more important to people. Apply - for the good employees. HansGrohe provides an example that is worth emulating. Give people honest recognition, appreciation and [...]
RT @KommKonsortium: Flexible workplaces & #EmployerBranding in #Mediums. @SimoneJanson interviews hiring manager v. @Hansgrohe_PR: htt ...
RT @KommKonsortium: Flexible workplaces & #EmployerBranding in #Mediums. @SimoneJanson interviews hiring manager v. @Hansgrohe_PR: htt ...
RT @younect: do you feel a # skills shortage? “So far we have always been able to cushion problems because we train disproportionately” http: //t.…
do you feel a # skills shortage? "So far we have always been able to cushion problems because we train disproportionately"
Flexible workplaces & #EmployerBranding in #Mediums. @SimoneJanson interviews hiring manager v. @Hansgrohe_PR:
RT @SimoneJanson: Interview with Thomas Egenter, Head of HR at Hansgrohe: Companies have to apply to employees - http: //t.…
RT @SimoneJanson: Interview with Thomas Egenter, Head of HR at Hansgrohe: Companies have to apply to employees - http: //t.…
Interview with Thomas Egenter, Head of Human Resources at Hansgrohe: Companies have to deal with employees ... #profession #education
RT @eva_zils: RT @SimoneJanson: Interview with Thomas Egenter, Head of Human Resources at Hansgrohe: Companies have to apply - - Exciting contribution...
RT @SimoneJanson: Interview with Thomas Egenter, Head of HR at Hansgrohe: Companies have to apply -
Post a Comment