trailer world issue Two 2011

Issue Two 2011 7LWOH 6WRU\ “Management comes alive in the day-to-day interactions with the employees,” says Robert Dorandt, CEO at PROAKTIV Management AG. For 15 years the company has been training managers and execu- tives in the fields of management and sales, preparing them for their responsibilities and duties. Dorandt has observed that many compa- nies today are purely production-driven and do not make person- nel development the priority it needs to be. To assess the situation in a company with regard to management and leadership talent and corporate culture, Dorandt asks a few simple questions, for example: “Would it make me happy to work with this person?”. In order to make the results as positive as possible, the trainer has developed “Licence to Lead”, a management training course certified by the TÜV Rhein- land Group. During the course, executives, managers and supervisors learn to be exemplary role models and help promote the company’s image as a good employer. Executives and managers have to know how to motivate their employees and express and show appreciation,” Dorandt adds. Of course, the corporate culture shaped by the leadership skills is only a small part of a multifaceted employer branding strategy, but it is a basic prerequisite for an authentic employer image. Attractive framework conditions can also be created by using an array of person- nel management tools. Areas of action for employer communication include flexible working hours, training and continuing education opportunities, the work-life balance and comprehensive health man- agement. <]kaj]^gj^d]paZd]ogjcaf_`gmjk Contrary to what is often assumed, money is rarely the incentive that ties employees to a company. A study conducted in 2008 by glo- bal consulting firm Watson Wyatt Heissmann found that benefits such as flashy company cars or cool company mobile phones are generally not so important to the majority of employees. Instead, three out of four employees would prefer flexible working hours, and 50% of them would like to have the option to work from home. Other favourites that ranked high: consistent career planning, regular employee meetings and specific opportunities for further training or continuing education. x([HFXWLYHV DQG PDQDJHUV KDYH WR NQRZ KRZ WR PRWLYDWH WKHLU HPSOR\HHV DQG H[SUHVV DQG VKRZ DSSUHFLDWLRQl 5REHUW 'RUDQGW D]Yjfaf_`golgd]Y\Yf\eYfY_]oal`]fl`mkaYke Yf\hYkkagf

trailer world issue Two 2011

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