MENSCHEN INTERVIEW “Nowadays, trainees and workers no longer automatically come to the firm looking for a workplace. In fact, the firms themselves have to actively seek out personnel for strengthening their workforce.” nowadays. Incidentally, those we do not take into the firm also receive a feedback. For me, this is a question of good manners – and has a very positive effect. XtraBlatt: And how many trainees remain? Bernard Krone: My father always liked to say: ‘Either one works for Krone for a day, or for a whole lifetime’. And this actually applies in very many cases with our employees! Certainly, people naturally sometimes change their job and we prepare for this by training a little over our requirement in total. But the already mentioned attractive options for change or further development within the company can offer, for example, an industrial mechanic the perspective of a dual study – in the commercial sector, for instance. Exoduses are prevented in this way. Getting right to the point: we must exploit existing potential better to get good working staff members, and to keep them. We need the best – only that brings the company sustainably forward. XtraBlatt: Agricultural machinery dealerships, contractors and, in some cases, farmers too, would also like to do this. However, the reality is that there are too few acceptable applicants for training. And if good material comes on board, there is a high risk that they soon leave again to jobs with higher wages and regular working hours… Bernard Krone: There’s no simple solution to this dilemma. And it would be presumptuous, if not unfair, if I was to answer with: ‘Then pay higher wages’, leading to reposts such as: ‘It’s all very well for Mr Krone to speak…’ First of all, part of the reason lies with available finance. But this is not all. Secondly, the handwork sector very often cannot keep up with general industrial standards as far as wages are concerned. XtraBlatt: This is why dealerships and agricultural contractors sometimes see themselves as the quarry pit for the industrial sector as far as qualified staff is concerned… Bernard Krone: A subjective opinion, but one hard to gainsay completely. However, while you are on this subject, this is exactly the reason why Krone so wholeheartedly trains its own people. But back to recruiting skilled manual work. My advice is to seek young people in other ways. And to emphasise alternative strengths connected with the job in hand rather than purely the wages involved. Also, as employer, to position oneself better compared with other companies: quasi as own brand. Nowadays, trainees and workers no longer automatically come to the firm looking for a workplace. In fact, the firms themselves have to actively seek out personnel for strengthening their workforce. XtraBlatt: An example? Bernard Krone: Let us take from the trading side the really good and successful “Strong Brands seek Strong Characters” staff advertising campaign, which we financially supported, incidentally. Let’s ask the associated questions in this connection. Does every specialist business utilise the offered possibilities and advertising material available within this campaign? Or, on business ‘open door’ days, to which young people often come, is there a special stand for recruiting, or attracting future staff? Or do, on such days, the bosses take time to speak with potential applicants? In such cases, every business manager must ask if he, or she, has really made the appropriate effort. This, incidentally, is just as applicable to agricultural contractors and farmers. Women are markedly underrepresented in technical careers. Encouraging their enthusiasm represents an exciting solution to the impending shortage of specialist workers. Another example: Do company training staff go direct to XtraBlatt: In all the ‘green’ careers, mainly male applicants schools? Do you consider driving – after agreement with the are thought about in discussions on apprentices and employees… school – with a tractor or a silage harvester onto the school grounds? Understanding has to do with realisation, and there are very many enthusiastic about machinery that can Bernard Krone: ...and with that, a great potential is ignored! This doesn’t refer to the important and classic work be helped to realise more about your industry. Undertake a sponsorship in school projects, or even with a special class. in offices which, in our branch, is mainly firmly in female Are the possibilities fully exploited to inform, to offer practical experiences, to highlight the positive aspects of our pro- factor around machinery – and this should be more so than hands. No, the female work force can also be an important fession? Naturally, the reality of life and work in companies just now! In fact, I see this in our case and with our customers. Where young women are fascinated by technology, should not be left out. And the efforts to attract applicants should not slacken off the minute the training contract is they get in every aspect outstanding feedback and evaluation, be it as specialist worker in agricultural merchants/ signed. The variety in the work, the team spirit, the explaining of relationships, the greater integration and the perspective of further development of one’s own career – all This good female influence also applies, incidentally, to the machinery service, as mechanic or as demonstration driver. this attracts people, not only to industrial employers such general work climate and the relationship with customers. as us. The arguments apply in principal to every employer. Especially in service departments of dealerships or agricultural contractors, this humanising component, alongside One thing is certain: The learner as cheap labour source is no longer reality. specialist knowledge and not forgetting competence, is more important than ever! 24 25
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