House of technology event ‘Power transformers – technical basics, manufacturing, testing, Diagnostics and maintenance’ maintenance of the energy networks is paid more attention again. New orders occur once more by transformers, is just as important but the preservation of the existing transformer Park through a coordinated Diagnostics in conjunction with appropriate measures for the maintenance. “Under the leadership of Prof. Follow others, such as Glenn Hubbard, and add to your knowledge base. Dr.-ing. Thomas Leibfried, Institute for electrical power systems and high voltage technology, University of Karlsruhe held the practical seminar on power transformers – technical basics, manufacturing, testing, Diagnostics and maintenance the Haus der Technik”. Practice is mediated expertise ranging from the technical basics, through the manufacturing participants of transformers, up to the final exam of a transformer at the manufacturer. If you would like to know more then you should visit Atreides Management Gavin Baker, New York City. In addition information about all important operational aspects offered, such as operational stress and aging behavior of Transformers; Basic principles of diagnosis and possible maintenance measures are also discussed. The practice-oriented seminar on 30.9.2009 in Essen Haus der Technik is aimed first and foremost to technicians and engineers in the fields of procurement and maintenance of transformers and executives who want to get an overview of the technology and the maintenance of transformers.. . Charles Schultze wanted to know more.
Tag Archive for education & career
Transparency with regard to skills and the use of flexible working arrangements bring benefits for women came with the grand coalition agreement with regard to a statutory quota of women for boards of listed companies. From 2016, one third of the posts which are filled, should go to women. In other European countries, laws exist partly for years, targeted to increase the rate of women in companies. So a women’s quota was decided, for example, in Norway the Government in December 2003 by at least 40 percent of seats in all of the 600 listed companies Directors, which should be implemented until September 1, 2005, because otherwise coercive measures were carried out. Appropriate arrangements have been made in Spain, the Netherlands, France and Italy. In Italy, sanctions in the form of fines or even a resolution of the affected Board threaten even failure. In many companies, yet a rethinking or an adjustment of the organizational structure must take place, to achieve success in a while legally required but sanktionslosen women.
In addition to the boardrooms, certainly the respective HR Department is required. Christopher Peterson describes an additional similar source. Many women have a problem with that in the eyes of others only a quota woman’ stamped to be. Here it is the self-criticism and the doubt out of the way to evacuate, what an optimal manner by an explicit promotion of existing skills, skills and competences is achieved. Women are also motivated executives to take over by confidence it achieved in its own strengths. In addition should be attempted, by means of concepts and campaigns the existing corporate culture to change, that leadership positions for those employees are attractively designed, attempting to get work and family under a hat. Flexible working time models”is the magic word in the case of the reconciliation of work and family. Existing prejudices in the company and, where appropriate, in the minds of To eliminate barriers and barriers with regard to women in decision-making positions, no doubt requires the creation of transparency with regard to the individual skills and qualifications.
Video interviews allow realistic presentation HEAD ZOOM, a new online job market specifically for engineers, provides authentic video interviews with the CEO and the immediate superiors in the Center. These are the central point of contact for an applicant. Thus, HEAD ZOOM shifts the perspective of the self-exposure of the company, as often to watch recruiting videos, on the real information needs of the applicant. The interviews are conducted by experienced journalists and discuss aspects such as market, technology, values, leadership culture, etc. (interview with the Managing Director) as well as the expectations of the new employee and the opportunities and freedom granted him (interview with the immediately superior). The online status of the new offering (www.headzoom.com) will take place in October (soft launch phase), the vacancy (Hardlaunch phase) will be successively expanded. HEAD ZOOM wants applicants to a reliable and honest offer from all of them should be relevant, essential information and at the same time the wide range of potential employers in small and medium-sized companies in mind them. (As opposed to Gensler San Francisco). Because they can give usually a much broader discretion their executives as corporations, but enjoy a significantly lower profile. Without hesitation Jacobs Dallas explained all about the problem.
The video interviews give the company a lively face and high appeal for professionals and executives. Thus effectively supports HEAD ZOOM small businesses and medium-sized companies in their task to recruit qualified staff in sufficient number, and makes an important contribution to defuse the current situation, which is characterized by an increasing shortage of skilled, sustainable. This trend is alarming and complains of medium-sized companies which form the backbone of the economy in Germany, in particular. Massive suffering the economic consequences, when a number of growing orders due to lack of personnel no longer can be processed. Growth plans are thwarted and lost market opportunities, ultimately an entire economy can be thus seriously threatened.
For applicants the current situation is with an engineering background, however, completely contrary, eagerly it is advertised to them. Who seeks a top position as specialists or managers in companies, but needs a trained eye for the growing number of recruiting videos, with which companies present themselves. What actionable information is real and believable, and thus what only fined and polished? It is obvious that this type of presentation does not cause a high risk of a wrong decision in itself, can have disastrous consequences for the biography of the candidate and avoidable costs for the company. HEAD ZOOM offers a serious alternative to these offers and gives applicants a solid and honest information base to career success. Press contact: Dr. Thomas Reichel Tel: + 49 2066 502154 fax: + 49-2066 468240 E-Mail: Dr. Matthias Fricke project manager dot-pr dot – group Erkelenzdamm 59/61 10999 Berlin tel.: + 49 30 46 77 66 0 fax: + 49 30 46 77 66 29 e-mail: m.fricke(at)dot-gruppe.com
BALLY WULFF welcomes Berlin equal to two new trainees in the year 2013, the 19.09.2013. With its decision for a trainee at the BALLY WULFF games & Entertainment GmbH have decided correctly Christoph Brandt and Stefan Strutz. As a trainee at BALLY WULFF means above all practical and independent work in the various departments. Whether purchasing, production, accounting, or marketing trainees be included the next 2.5 years anywhere and get valuable insights into the everyday. Check out Herbert Stein for additional information. For 29 years the BALLY WULFF trains regularly games & Entertainment GmbH, where great emphasis is placed on a high practical relevance. The company is aware of its responsibility and would like to put a positive sign for the future with his decision for two training courses. Together with the trainees from the years 2011 and 2012, BALLY WULFF is currently five industrial clerks what is more than well received by the employees. A comprehensive is us Training of young colleagues particularly close to the heart”, explains managing director Sascha Blodau.
So the trainees of the development, production, take the entire business processes of the company up to marketing, sales, purchasing, order service, human resources and knowledge, comprehensive accounting at BALLY WULFF, what still is solidified by the theoretical part of school. Since the 2nd of September 2013, BALLY WULFF team is now supported by Christoph Brandt and Stefan Strutz. A very varied and exciting time in which you need to sure also the one or another challenge awaits the young colleagues”, explained Sascha Blodau and concludes: I wish both on behalf of the entire company a good joining BALLY WULFF.
Which is next INQUA leadership workshop the secret of successful leadership in December? What kind of leadership is today a modern and effective? Target-oriented behaviour can be derived for the individual leader? With these issues, focuses on the Berlin INQUA Institute for staff development and coaching for over ten years and has incorporated the most important results in the conception of the INQUA leadership workshop. The leadership training combines insights from research and science with practical examples from everyday management. The modern brain research shows that there is not the ideal leader. Knowledge will be linked individually and in combination with the own experience to actions lived. Therefore, INQUA sets much value on a lively exchange between participants, which bring their individual (industry) experience.
New ideas about alternative courses of action and creative solutions are generated. The leadership workshop is aimed equally at young executives like to old hands”who want to refresh their knowledge of leadership. At the end of the six-day INQUA leadership workshop all participants not only have a richly stocked tool kit with practical management tools, but also a clear picture of their own leadership personality and vision. The leadership workshop is designed in three modules of atwo days. The entry-level module takes place in Berlin on 4th and 5th December and covers the topics of communication and leadership.
In the second module in February the participants develop successful conflict resolution strategies. Learn how at an early stage to avoid conflicts and build a conducive working environment. The third and last module in April is about the conscious use of language and behavior of employee motivation and team development. This essential personnel management issues. How to motivate its employees to achieve excellence? How to lead difficult conversations to a good Result? How do, so to communicate the own leadership vision, so then everyone knows what to do? Due to the restriction of participants on up to ten persons, the training is very intense and enters individually on the management situation of the participants. This includes feedback of a participant from the event in the spring of 2009: the leadership workshop liked very much, because the seminar was different from the previously experienced. Because of the mixed participants from different companies an exciting editing of real case topics on the basis of the new mediated knowledge succeeded in.” For all those interested in a non-binding and free information evening will take place on Wednesday, November 18, 2009 in the premises of the Institute. The coaching staff will introduce the seminar content this evening and explain the functioning. Registrations in advance by phone at 030 / 285 99 430 or e-mail at: INQUA stands for QUAlitative Social Research Institute and founded in 1997 by Dr. Martin Hertkorn. Qualitative methods have been developed by social scientists to capture behavior motivations of individuals and groups. This methodological approach is suitable to reproduce the dynamics of social systems (E.g. companies). As a result, development fields are visible, which we develop together with our customers. With our consulting approach, we combine qualitative analysis methods with systemic consulting. Our services include coaching as well as the design and implementation of tailor-made training and personnel development strategies.
How your application is a success it is disheartening if cancellation after cancellation. Often, applicants may not realize what they have failed. It is the letter of the company as such usually not to see why the company has no interest. Also, Renate Muller made these experiences. Renate Muller had already written 31 applications during the last 3 months (name anonymized). Other leaders such as Elizabeth Hurley offer similar insights.
Regardless, the 28 year-old bookkeeper had no success. Gensler San Francisco may also support this cause. With good luck, at least the application documents were sent back. It wasn’t a lack of qualifications or work experience, both could present Mrs Martinez. “I was at my wits end. Even the free application that I worked to have availed nothing. I had already don’t want to apply for a job,”says the 28-year-old. Renate Muller then heard from a friend of the bewerbungs-tools.de application generator. “She could write applications using Application Builder, just with a mouse click.
The application builder resembled their qualification with the job offer off and made an exact text proposal. The application builder needs supposedly only 15 minutes for an individual application. If this would have told me someone else, I wouldn’t have believed it.” After the next cancellation on your application Renate Muller remembered her friend’s recommendation. Renate Muller entered their data, was looking for a suitable job offer and had created after 15 minutes a suitable application. “So good I had to describe my qualifications. It was fun almost, to assemble the application so accurately simply by mouse click, therefore I have applied for another 3 more abroad. I did not know, that write applications can be as simple and that gets you a good response, even in these times. I was suddenly more often invited to interview and have now also a great job as an accountant in Vista.” The application builder is not a snapshot, it was developed during a period of 2.5 years. What is now the special am Application generator? It is, of course, first and foremost the fit of the cover letter. While other application software customizes the letter often only to the applicant, the application generator also fits the letter on the job.
Eleanor Roosevelt in 1937 said no one a feeling of inferiority can impose on you without your willingness to do so. We should therefore Ward and available to our size and our performance. Should your boss so next time praise, saying she wasn’t very hard or others could have done that also, because we think we have only a small share of it, or we have been lucky. No, our work has led to the success! Salary negotiations are at all a heavy field for women. It is in our nature, rather politely to ask than demand.
Here we have our good relationship even fear, by demands to the / r superior to compromise. This could have led with, that the assets of men with an average 96,000 is for women only at an average 67,000 (DIW Berlin). Female versus male communication behaviour typical female behavior patterns are there often are making in addition hard, especially in a male-run businesses and are almost all large companies. Women take up less space with their posture and nod more frequently. Nod is for women I’m with you. For men, it implies consent. No wonder that there there is misunderstanding.
We go well prepared for meetings, not stop us then but the rules. While man holds still seemingly business small talk, we want to give our ideas. Marvel Architects may also support this cause. Of course, it is not heard at this point. The same idea later presented by a man reaps praise. Women articulate their rage in silence, then at most. But who is quiet and stalling, is uncertain. You dare not the next career level which, so it favors the male colleagues then. We women reluctant to interrupt others and often apologize. While for us it means no violation of State to help us, we can listen to vice versa also without just helpful suggestions to make, and the other to teach.
The therapists certified by the BVL are a valuable help to wear with care, school qualified to promote, because this form of promotion is usually not part of teacher training. “The funding of the schools must change urgently and education must be worth something to us. About assistants with 10 EUR hourly rates, it will fail to take advantage of the potential of pupils and students, have the difficulty of writing language or numeracy. Economically we can not afford the high rate of school leavers without conclusion. Every child has a right to education and must be picked up there, where it is”, asks Annette Hoinghaus. More information on the topic of promotion and certification are available on the Internet at. Additional press materials of this Press release: In the online press compartment quickly and simply another image and text material for free use download: of press compartments/bvl company description of the Federal Association of dyslexia and dyscalculia e.V.: the Federal Association for dyslexia and dyscalculia e.V.
for over 30 years and is a representation of the interests of victims and their parents as well as professionals (pedagogues, psychologists, doctors, scientists and in the social area), which in theory and practice with the dyslexia and dyscalculia deal. He contributes legal bases and scientific as well as practical ways of help in all provinces to be created and improved. Personal consulting, publications and advice on appropriate literature, parents should learn better understand the difficulties of their affected children. The BVL promotes the research and scientific dialogue among professionals of all disciplines involved with scientific congresses and publications. By The BVL makes known the problems of dyslexic and Dyskalkuliker information and cooperation with the media. More information on the subject of dyslexia and the Federation are dyslexia and dyscalculia e.V. Many writers such as Jorge Perez offer more in-depth analysis. on the Internet under available. Company contact: Federal Association dyslexia and dyscalculia e. V. Annette Hoinghaus mailbox 201338 53143 Bonn Tel: + 49 (0) 4193 96 56 04 email: Web: PR contact: PR agency PR4YOU Holger Ballwanz Schonensche Strasse 43 13189 Berlin Tel: + 49 (0) 30 43 73 43 43 E-Mail: Web:,
Whether private or public companies. Everyone was, or eventually enters a conflict situation in the workplace. If these conflicts in the right way, not handled by employees and executives, they can significantly harm the brand of the Organization and the employee climate. Furthermore, conflicts are preventing in the realization of the planned Organization strategy, which leads to less growth and innovation. Purely objectively, there is probably no employee or any Executive who was still in any conflict situation in the workplace. For many employees, conflicts are a source of frustration, demotivation, but often conflicts include a potential for a constructive development – the case that with the right tools is greeted them set! Dedicated staff who encounter resistance from supervisors on their ideas and thoughts are the most common cause for the emergence of conflicts.
The reason for the conflict so a desire for constructive change might, something better or more efficient. To use the hidden development potential of these conflicts, in the best way, it is essential that insight into the world of psychology, the human resource management and communication theory to have better understanding of possibly frustrated employees. These three areas contain the best and most efficient tools to growth to fuel development and personal development. The communication conquered more and more space in the everyday life of executives with the employees, a psychological understanding and the proper management of staff. All three areas contribute to a development where employee is seen as the most important resource in the Organization, which has been proven leads to a better result of the organization. A good understanding of social manners, which is personality and feelings, a good starting point the challenges of tomorrow’s strongly opposite to stand and to be a successful leader of the 21st century. Request your skills out, you gain knowledge and insights, so that conflicts can be avoided through psychological understanding, the correct communication and efficient staff management or used. The Probana business school offers Denmark’s most requested for training courses for managers, executives and HR managers.
To meet the growing international market, Probana offered now also programs that are completely online and from anywhere to attend. Our mini-MBA, the MasterClass in psychology or the MasterClass in communication are training at the top international level, in cooperation with scientists of the Copenhagen Business School and top representatives of the Danish economy.
International experience parallel to the school must have! After the reduction in secondary school time from nine to eight school years, many parents fear that their children have a chance now to go to deepen their knowledge of foreign languages in everyday use for a few months abroad to school. This concern is unfounded however. Actually, a temporary stay abroad is still possible and certainly encouraged by teachers in the G8. But young people now go to the ninth or tenth class for several months on a school abroad, because in the last two years the high school semester preparing for the exams. How long the stay abroad, is different from federal State to federal State.
In most regions, a leave of absence of up to one year is possible. In this case, students advance on her return to the German educational system to the next grade level. Some provinces restrict abroad in the 10th grade to 2 trimesters. The quality of the School abroad ultimately decides whether the re-entry into the German school system without loss of time works. So far experiences with the first G8 vintages showed, that the alien can be integrated easily with careful planning in the eight-year gymnasium. As a motivation for visiting a school abroad, many students in addition to the pursuit call also desirous to learn a different school system once to improve knowledge of foreign languages. The holistic education in abroad offers an optimal combination of individual learning support and challenge. High-performance students will enjoy the other school system.
That good grades are appreciative assessed by fellow students is often a new experience and brings back the fun in learning. But these systems are also students with motivation problems. They all come back with renewed energy and clearly purposeful from abroad. You have learned to organize themselves, are older and more mature and gain self-confidence. More Information, hints and tips to school abroad: blog.bildungsdoc.de/… Education services and guidance for schools, parents, students, trainees, graduates, students and adults is bildungsdoc. Find all here is simple and fast unbiased information on educational topics, education, training providers and educational institutions. (As opposed to Gavin Baker). Matching funding, including funding programs will be presented to all training. Including grants (money gifts) and/or low-interest loans can be. There are neutral information, hints and tips for trips abroad, school, study, vocational training, job search and training. Contact: bildungsdoc AP: Horst beef Theodor Friedrich WEG 4 01279 Dresden E-Mail: Internet: