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Last updateMon, 30 Jan 2023 3pm
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technotrans launches talent management programme and doubles training places

- Innovative talent management for targeted personnel development

- Training places at Sassenberg headquarters to be doubled in 2023
- Group-wide focus on recruiting young talent

Innovative and individualised measures to combat the shortage of skilled workers: technotrans SE is launching a group-wide talent management programme to promote employees in line with requirements. The aim of the measure, which was awarded the "Attractive Employer in the District of Warendorf 2022" prize, is to strategically identify and develop talent within the technotrans Group. In addition, the thermal management specialist is placing a stronger focus on the training of junior staff. At its headquarters in Sassenberg, technotrans is doubling the number of training places from 2023.
"In view of the growing shortage of skilled workers and managers, we are continually asking ourselves the key question: how can we promote our employees and achieve long-term loyalty to the company?" says Timo Sterzl, Head of Human Resources Germany at technotrans. One answer to this is strategic talent management, a group-wide programme specially developed by technotrans to promote specialists and managers. The customised combination of different measures and methods links the requirements of the group with the individual development of employees along their strengths and potential.
"The programme is needs-based and tailored to the target group - in the first year, for example, we are focusing on junior managers," says Karin Schwarzenberger, Personnel Development and Employer Branding Officer at technotrans. Here, technotrans builds up the high potentials at an early stage and prepares them for their future roles. In order to identify suitable participants, technotrans uses a multi-stage, multi-modal selection process with scientifically validated test procedures. In addition to performance factors, individual potential, motivation and willingness to learn were analysed in advance. Among other things, the participants of the talent management programme work together on an innovation project defined by the Executive Board during the course of the programme. Mentoring by experienced technotrans employees is also an integral part of the programme.
Training takes on greater significance
In the field of recruitment, technotrans will in future be placing greater emphasis on the training of junior staff at all its locations. Throughout the group, technotrans employs 109 apprentices; this year 42 young people started their careers with the technology group. From next year onwards, the number is set to increase significantly: At its headquarters in Sassenberg, technotrans is doubling the number of apprenticeships. "Training is immensely important because the number of people applying is falling every year and demographic change will exacerbate this situation," says Anna-Lena Freese, HR Business Partner and Training Manager at technotrans.
It is particularly challenging to fill little-known professions, such as mechatronics technician for refrigeration technology or technical systems planner (m/f/d). The company relies on a mix of measures to make these jobs better known. Personal contact, for example in schools or at trade fairs, is irreplaceable. Most of the positions on offer for the coming year have already been filled. "Trainees can expect a varied apprenticeship at technotrans, during which they learn about and develop their own strengths. Our corporate culture is characterised by flat hierarchies and collegial interaction," emphasises Freese. For example, the Board of Management personally introduces itself to the junior staff at the beginning of the training.
technotrans is still looking for applicants for 2023 and offers a total of 17 different apprenticeships and dual courses of study in the fields of mechanical engineering, electrical engineering, industrial engineering and business administration.
www.technotrans.de

 

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