“Knowledge transfer modeled on’ Dortmund’ the HeLi NET iTK supports the transfer of knowledge between SME and University: In the promotion project Dortmund model” assumes the regional telecommunications company for four semesters tuition fees in the amount of 500 euro per semester for Dortmund two computer science students Susanne Diekmann and Isam Mohamed Fadol. In return the budding master graduates for internships during the semester holidays you undertake at the TU Dortmund acquired know-how with the hammer company to introduce. The two fellows were chosen through a sophisticated selection process for the business sponsorship. Among others Susanne Diekmann Isam Mohamed Fadol iTK to refine their expertise in the field of software development at HeLi NET and to actively participate in IT projects. Aim the Dortmund model “-it is medium-sized grants, to interest young academics already while studying for the companies involved and to win them as graduates for the company: this” Collaboration is a classic win-win situation”, HeLi NET explains iTK CEO Thomas Wald we learn during the training aspiring professionals with excellent qualifications and want to of course for the work in our company they inspire. On the other side the students benefit from valuable insights into the world of work.”.

For many people, the profession is the dream job trainer and coach. A so-called coach Bill could help. This is a training of trainers which usually ends with the award of a certificate. The market also with trainer trainings of all stripes is well equipped. The deals start with a three day course to measures which take a year and include up to 250 hours.

Different certificates will be awarded. Institute certificates, Federation certificates, TuV certificates and IHK certificates. The meaning of certificates proving unfortunately quite inflationary. You no longer have the importance, as was the case some years ago. There are three important reasons for this development: too many short-time training 3-5 days dilute the reputation of coach training-formation very clearly. A trainer training still required a high percentage of classroom teaching competencies rather than to impart knowledge.

Therefore it is necessary that it deals over time with the learning material and intensive exercises. Thanks to the new, regulated ascent training courses, training and further education teacher lose Chamber of Commerce and the professional educator IHK, ending with a degree instead of a certificate, trainer training significantly in weight. \”Less reputable market offers, with magnificent international titles, old wine in new hoses is packed with them, to help that many coach Bill\” rather ridiculed by HR managers, rather than serious is taken. Much more important is the training itself as the award of the certificate. Training is currently in a great change. Trainers who still try to pass to apply their philosophy to others their knowledge to others and training more than instruction understand, find little space in a modern world of continuing education. In the further education sector is facilitator in future\”instead of the classic coach asked. Not the coach who advertises to betray the secrets of past participants, not the coach, who believes only be Knowledge and can be suitable to help other people succeed.

Work more efficiently using the potential analysis the potential analysis can be a very important tool in staff selection for companies. Usually, it is namely so that despite the lengthy selection process always the wrong employee be reinstated. With the help of the potential analysis this reduces risk of a lot because her a variety of things on the ground may be expected, what is not possible in a normal conversation of the candidate or an aptitude test. Teamwork, leadership and motivation are, for example, three points, which will be so not really out findbar. The potential analysis can take over this part beautifully. Cardiologist does not necessarily agree. A company can work more efficiently to help of the potential analysis.

Depending on the application, the potential analysis is performed but with different methods. Thus, the career potential of candidates is determined using questionnaires. It is also possible to work out the ability of potential for the future activities. To be on simple and fast way the skills, motivation and the characteristics of the personality of each applicant’s records. With the help of these identified characteristics, a profile can be created by the potential analysis. This is the same then the vacancy with the requirements, the applicants for the job is suitable and can be adjusted safely.

Although it is possible the weaknesses and strengths of each employee in a so-called potential development- or to rebuild, however you should choose as a candidate that is requirements as close as possible to the. You otherwise never really knows whether is worth the investment in these people and it is not a miscast. Can be seen as a whole the potential analysis as an instrument of staff retention. To understand this, one must know that both the parent and the under an employee can lead to an extreme motivation. Because of this intelligence and personality tests should be carried out before hiring. Based on which she can then A suitable choice of the employees carry potential analysis.