HUMAN RESOURCES DEVELOPMENT

Transcription

1 HUMAN RESOURCES DEVELOPMENT WE HELP YOU DRIVE YOUR CAREER FORWARD

2 in production efficiency Growth, optimization, and developing new business areas are the key components of Dürr s corporate strategy. That is why the continuous further development of structures and processes within the company is indispensable for our future success. It affects not only our products and services, but also poses a great challenge to our global HR policies. We endeavor to provide leading technologies to key markets. It is therefore necessary to lay a foundation so that we can offer qualified and dedicated employees attractive and ideal opportunities in the area of personal development. The impact of the demographic change and the impending lack of skilled professionals create ongoing challenges in HR development. Dürr is tackling these challenges with far-sighted, sustainable planning and our international People Development Strategy so that we are well prepared for the future. Based on our common values and the Dürr Leadership Skills Model (DLSM) adopted in 2008, we are empowering ourselves to create a transparent culture of incentives and goals that is supported by the standards we have set for our entire organization. HR development will contribute significantly to these efforts and will ensure that Dürr becomes an even more attractive employer globally. GROWING PROFITABLY HUMAN RESOURCES DEVELOPMENT IS THE KEY TO OUR SUCCESS Ralf Dieter CEO Klaus-Dieter Achtelik Vice President Corporate Human Resources

3 Where our priorities are Our Dürr values guide our actions and determine our most important responsibilities within HR development. Creating customer-focused value What is the internal impact? It affects employee motivation and loyalty. What is the external impact? It makes us more attractive as an employer. Entrepreuneurial thinking and acting Identifying and developing high potentials and top performers in our organization. Innovation and technology Implementing a consistent, systematic and continuous HR development process. Guarenteeing sustainability Systematic succession planning. Strengthening international transfer. Valuing diversity Supporting cross-bu promotions or transnational careers. Creating prospects through defined career paths and job families. SAFEGUARDING OUR VALUES MOTIVATION IS THE GUIDING PRINCIPLE

4 Variety of Competencies Corporate HR Development safeguards employee expertise by offering a diverse professional development program. The program focuses mainly on personal qualification requirements and determines the development strategy in line with development goals and requirements. General overview of topic areas INCREASING KNOWLEDGE CHALLENGE: BEST IN CLASS Leadership (two modules, three days each + case study work) Customer excellence Training sessions for various target groups worldwide I Customer experience The customer-oriented approach, creating and strengthening customer relationships II Service excellence Technical training/product training for technical target groups Project management Tools and processes, project management career path, managing projects Intercultural competence* Intercultural teamwork, culture and cooperation for China, India, Russia, the USA, Brazil, Germany, Korea and Japan Personal and social competence* Training topics such as communication, giving presentations, moderating, negotiation management and conducting strategic discussions * Offer may vary by location. Please contact your local HR for further training information. Languages* Group seminars or individual training (on-site or virtual), language ability assessments using virtual educational tools IT training* Business programs such as SAP or MS-Office, network technologies, control technology, CAD and other tools as needed Management systems* Production reliability and standards, occupational safety and health, explosion prevention, transport safety Welcome seminars for new employees* Basic information about the company, internal processes and areas of activity Health programs* Prevention programs for health in the workplace and finding a balance between your work and personal life Dürr College* Presentation on topics such as health, creativity, investor relations and much more

5 You will find your own path at Dürr If you have a bigger plan in mind, we will open up new professional horizons for you. Regardless of whether you want to work for Dürr internationally or strive for more responsibility within projects or teams, we will help you find your own path. Careers are as individual as your own life s story. That is why we offer various routes to take along your own development path. We consider your skills, potential, and objectives and constructively support you in achieving your professional goals. Sometimes a detour or change in route can be a good decision, and often what may seem like a hurdle becomes a milestone in retrospect. That is why we also support your development by changing career paths or business units, crossing country borders or developing into other job families. FORGING NEW PATHS THE FUTURE IS OUR DESTINATION Management career path We recruit management personnel primarily from our internal ranks and use the Dürr Leadership Skills Model to ensure a common understanding throughout the entire organization. Our targeted leadership training program helps you develop the necessary leadership skills. Project career path Using both technical and business expertise, you successfully lead international projects in close cooperation with customers. Therefore you excel with your outstanding coordination skills, the ability to persuade others and your goal-driven focus. Expert career path As an expert at Dürr, a leading company in technology, you are responsible for and coordinate topic areas of greater importance as your experience grows. You play an increasingly important role as you develop further to assume more demanding tasks. Top Management Senior Manager Senior Project Manager Senior Expert* Manager Project Manager Expert* Professionals Trainees (Trainee Program/Direct Entry) * The title of Expert is a general designation and may differ from the individual titles related to the position in question.

6 Based on Personal responsibility and an enthusiastic mentality that is based on the spirit of entrepreneurship are the corner stones of the Dürr Leadership Skills Model. It was developed in 2008 by a group of 120 Dürr managers from around the globe and since then, it represents the methodological basis for evaluating and supporting our managers. DLSM presents four fields of competence necessary to manage successfully at Dürr. LEADING WITH SUCCESS THE DÜRR LEADERSHIP SKILLS MODEL (DLSM) Dürr s values Management guiding principles Competence areas A, B, C, D 17 leadership skills Our leadership behaviour A Entrepreneurial thinking and acting Leadership and management skills Professional and procedural skills B C D People skills Having the power to innovate and create change Accepting responsibility Being customer-oriented Thinking and acting strategically Making decisions Willingness to lead and identification with the duties of leading Employee development skills Interpersonal and conflict resolution skills Ability to motivate achieving outstanding results Knowing own area of expertise Project management skills and experience Working systematically Dealing with complexity Dedication, performance and ability to work well under pressure Giving and taking criticism (Inter-)cultural competence Communication skills For more information on the Dürr Leadership Skills Model, visit the Corporate HR Development homepage in the DürrNet.

7 CREATING OPPORTUNITIES OUR PEOPLE DEVELOPMENT PROCESS The dialog continues In light of the demographic change and Dürr s continuous international growth, one of our fundamental strategic goals is recognizing leadership potential throughout the organization, developing, retaining and using it in the best possible way to ensure success both now and in the future. Based on this objective we created our People Development Process. All companies belonging to the Dürr Group will annually host the People Development Conference in its new format. Its agenda will systematically feature topics such as identifying potential, personal development and succession planning. These topics will also be discussed on a corporate level with regard to the Senior Executive Group and Senior Management Group. The basis of the People Development Process is the Dürr Leadership Skills Model, which continuously helps strengthen a common leadership understanding and identify employees and managers who significantly contribute to the success of the Dürr organization. The People Development Process is supported by a software solution that compares the leadership skills of the current job holder with the requirements of the job, so that targeted development measures can be defined. In addition, a potential assessment and information relevant to further professional development, such as possible job families, mobility and language skills of the employee are recorded. This information makes it possible for Dürr to systematically open doors to careers that transcend the business unit, country and departmental boundaries. Through this process the chances increase significantly that a management position is filled by an internal successor rather than an external one.

8 INTRODUCING CORPORATE HR DEVELOPMENT We support you Stefanie App THE TEAM Dr. Christoph Mehl Ute Gallée Silke Becker Anne-Katrin Blessing Michael Schweizer Paul Eckert Paul Eckert Head of Corp. HR Development Management education, coaching, People Development process Silke Becker Employer branding (e.g. Dürr career website, cooperations with universities, Dürr Challenge ) trainee program, recruiting/ support for students (internships/ thesis program) for PFS and APT Michaela Hyon-Mi Kim Employer branding (e.g. university job fairs, student visits) recruiting/ support for students (internships/ thesis program) for ATS, CTS and international internships, as well as cooperation with daycares, People Development process Michael Schweizer Customer excellence Training seminars in the following areas: Customer experience soft skills training seminars Product management Professional purchasing negotiating Sales training Dr. Christoph Mehl Coordination of training content, tools and processes Training seminars in the following areas: Management at Dürr Preparing for leadership Project management IT training Specialized training seminars Languages Management systems Health programs Anne-Katrin Blessing People Development process Training seminars in the following areas: at Dürr Intercultural competence Personal and social competence (communication, presentation, time management, etc.) Dürr College Stefanie App Customer excellence Training seminars in the following areas: Service excellence product and technology training Train the trainer Presentations on technical issues Ute Gallée Seminar management and assistance Michaela Hyon-Mi Kim Dürr AG Corporate Human Resources Development Carl-Benz-Straße Bietigheim-Bissingen

9 CORPORATE TRAINING A GLOBAL APPROACH 02/2014