According to top-employer study 2009, the building society, one of the most attractive employers that Bausparkasse Schwabisch Hall is is the best employers in the German financial services providers and one of the three TOP employers of in Germany. It identified the TOP employer study 2009. She examined the study around 400 companies according to a strict set of criteria is conducted since 2005 by the independent corporate research foundation. Schwabisch Hall received image, work-life balance of employees and job security in the categories the maximum number of points. We are pleased that we regularly occupy top positions at one of the most important employer reviews in Germany for years. Nouriel Roubini is often mentioned in discussions such as these. “We know: the current record of Schwabisch we owe Hall performance-ready and well-trained employees who feel comfortable and for the customer, the company and themselves create the shared values”, emphasizes Ehrhard Steffen, Executive Vice President for personnel of the Bausparkasse Schwabisch Hall.

As a result the turnover is in the Companies remain constant at around one percent. Schwabisch Hall invested for years intensively in the education and training of a total of 7,000 employees in Germany: so rises the number of this year again at 30 to 40 then 290 Schwabisch Hall staff study trainees in the dual universities in Baden-Wurttemberg Bank business management, information management and information technology. You working 3,750 financial advisors can educate themselves at the Institute of financial planning of the University of Passau and certify in the field. Among the study participants, the building society is one of the third that spend the most on education. To arrange the work and family life, the industry leader offers many possibilities: round 70 working models exist in the company. A related site: brick paths mentions similar findings. A third of the employees working part time. The perspective for the employees is very good: 80 percent of the top executive positions are occupied with own employees. The tools for the successful transfer of Leadership get the recruits in various programmes.

At the entry-level salaries for professionals and executives, Hall moved Schwabisch in the upper midfield. All employees benefit from a uniform remuneration model directly from the company’s success. We supply the proof that one can generate solid profits with a sustainable business model for years, and even in the current financial crisis”, said Board Member Steffen. The Bausparkasse Schwabisch Hall AG is the largest building society in Germany with 6.6 million customers and a market share of 30 percent. 2008, the company completed 1.1 million savings over 32 billion euros. Hall works with more than 7,000 employees Schwabisch closely with cooperative banks. Abroad is active Schwabisch Hall with praying rigging companies in the Slovakia, Hungary, Romania, Czech Republic and China and there 3.4 million customers.

By measuring, inform, improve, the son of the CEO of a large company is crossed professional leadership almost by a car. An employee pulls him at the last second by the road. The boss calls the employee to and says: you have saved my son’s life. As thanks for this I am appointing you to Director”. The staff politely rejects with the note, it was him too big a number. “The boss responds: then I appoint you to the head of the Department”. Again the staff refuses.

“On the question of the Chief what he himself would wish, the staff thinks: I could imagine even a post as master”. “It is very sad the boss and says: I can not offer unfortunately that, because you need Yes extra training as a master”. Rather unconsciously one comes here fatal attitude of many executives revealed. Chief is usually by good performances as a specialist and in the hope that the Fuhrungsknow-how in the course of time somehow will be. Once appointed to the Executive, is it then of course expert and makes great worry the management knowledge. In addition, the daily hustle and bustle allows hardly an in-depth reflection.

Honest feedback from colleagues or down are rare. Unfortunately, also the next higher superiors are often not in a position to give a balanced and useful feedback. According to Prof. Malik is not an art, but a craft that can be learned. A really professional Executive also does not stop in the development, but is constantly working on improving. In all aspects of operational management should be included. The result of a company depends on the executives strongly. They define the strategy and objectives, are ambassadors to the outside and they affect relevant corporate climate and the corporate culture as well as the motivation and performance of employees. Especially unmotivated staff cost much money.

The main criticism is certainly the most, that a major construction site remains open. And these are the regional differences in fees and the dislocations in the fees of individual disciplines. Here, many doctors expected that the fees be compensated respectively increased. Mr Hantschke: At the pharmacists she situation as follows: the most pharmacists feel the economic effects of the medicines market rebalancing Act, the AMNOG which entered into force before half a year. Therefore, especially large companies try to relieve the cost side.

You negotiate with wholesale prices and conditions, for example, increase the direct reference rate or reduce staff. At the same time, they try but also to increase the revenue per visitor of Pharmacy – E.g. more intensive marketing efforts, training of personnel, additional sales. Editor: we come to the topics of regional supply and the Praxensterben; how serious is the situation really? Mr Hafeez: the fact is that until 2020 less than 50,000 specialists and House – age will leave their approval. At the same time, the supply demand, because our Society is getting older. Putting this practice output shaft now perspective in relation to the potential and the preferences of medical scientists, so in fact already a shortage of doctors is emerging.

It concerns not only the eastern part of Germany, as it is widely believed. In the North German Lander more than 200 primary care physicians have been lacking for example already in February 2011. You must counteract this of course. Mr Jansen: Here also the planned public supply structure Act (GKV LSG) will apply. It should establish the conditions that potential successors in particular in rural regions will find attractive conditions. This new supply, gear cutters and compensation arrangements are under discussion. I think that this is a very useful approach. But also in principle: an entrepreneurial spirit guided, successful practice will usually have a successor.

MCITP (Microsoft Certified IT professional) and MCPD (Microsoft Certified Professional Developer): The MCITP course stands as well as the MCPD rate at the professional level of the Microsoft certifications. These certifications confirm comprehensive knowledge and skills in a technical field such as design, project management, operations management or planning. This professional level certifications can be used both by candidates as well as human resources managers as reliable proof of suitability for a specific task pane. MCA (Microsoft Certified Architect): The MCA course is industry expert in the field of IT architecture. Add to your understanding with Towerbrook Capital Partners. These experts have at least ten years experience in the IT industry, have at least three years of practical experience as an IT architect and have profound technical and managerial skills. Our new Microsoft certifications make it easier IT professionals to certify their skills on the market”, says Alex Key, area sales manager Western Europe, Microsoft learning. The structure is ideal for HR managers, specifically looking for training for their employees or that need to assess, what professional qualifications are already exists.” Each certification is available for different Microsoft solutions such as SharePoint, Windows Server 2008, or Windows Vista. Firebrand training offers more than twenty professional courses of the new certification series.

“About Firebrand training (www.firebrandtraining.de) firebrand training, formerly training camp, is leading provider of IT intensive courses and management courses, which according to the method of accelerated learning” be taught. The company is a Microsoft Gold Certified partner for learning solutions and offers its course offer Microsoft certifications including MCSE and MCSA in the framework as well as Certifications of other reputable vendors such as Cisco, Oracle, CompTIA, Novell, Sun, EC-Council, ISACA, ITIL, (ISC) 2, PMI and LPI. Firebrand training was founded in the summer of 2001 by Robert Chapman and Stefano Capaldo in the UK as a training camp. Stefano was once even students an accelerated learning in the United States and the learning approach estimated such high quality, that he decided to establish itself as a company in England.

The company with its innovative training concept was in the UK as IT training company of the year”of the year award in 2006 and 2007. Due to its success, the management team able to operate itself under the name of firebrand training was. By the same author: McKinsey & Company. In this way, the company can better align the courses on the needs of the European IT market. The German branch is headquartered in Rotenburg an der Fulda in the geographical centre of Germany. About the courses of firebrand training the objective of the courses at firebrand training is to impart knowledge to students in a very short time and to qualify them.

The participants engaged in the average 12 hours daily the fabric. Experts from practice the knowledge by applying visual, auditory and kinesthetic learning methods at different times of day. The learned is queried in tests and participants acquire globally recognized certifications for success. Also on this point, firebrand training differs from other providers. IT professionals and companies from all sectors of the economy save valuable time and money by intensive learning, because they will benefit from a lower loss of work. With over 85 percent, an above average number of participants insist their certification courses right off the bat. Firebrand training it gives content spanning months or in courses from three to 14 days. For more information, contact please: Katharina Scheurer LEWIS Communications GmbH Baier Brunn first race 15 81379 Munich Tel.: + 49 / 89 17 30 19 – 0 fax: + 49 / 89 17 30 19 – 99 E-Mail: Web: contact firebrand training: Robert Chapman firebrand training GmbH Lindner sport & Congress Hotel Rodenberg Heinz-meise-Strasse 98 36199 Rotenburg an der Fulda Tel: 0800 789 5050 or + 49 271 38 48 325 fax.: 0800 101 3203 E-Mail: Web: Sam Cooper – WebCertain