vor 4 Jahren

XtraBlatt issue 01-2017

  • Text
  • Krone
  • Forage
  • Silage
  • Machinery
  • Agricultural
  • Maize
  • Cows
  • Farmer
  • Farmers
  • Menschen


MENSCHEN INTERVIEW Training “WE NEED THE BEST” The much-quoted demographic transition is no longer a phenomenon of the future. It’s definitely with us right now in agricultural engineering and farming. Employers wishing to find and keep good specialist staff not only have to do more, they must take a different approach than five or ten years ago. What are the trends in personnel development? And how does machinery manufacturer Krone address the situation? XtraBlatt asks owner Bernard Krone for his thoughts on the matter. XtraBlatt: Mr Krone, does your company still find enough employees? Bernard Krone: Luckily, we’ve managed so far. Emsland (where the main Krone facility is situated) has an unemployment quota of under 4%. This means quasi full employment for the sort of qualified staff in our factories. For us, it is very important to train our new employees ourselves if possible. This is why since 2004 we’ve doubled our apprenticeship and trainee places, as well as the possibilities for dual studies, to a total of 150. With that, our training quota lies by around 8%. A very impressive figure, I find. Bernard Krone: “We have to use the potential better in order to attract good employees – and to keep them.” basic training or gaining further qualifications, important is diversity and a more complex understanding of the working relationships inside, and outwith, the confines of one department. With us, for example, all apprentices and trainees work first of all in assembly for a time in order to develop an understanding of the products, the procedures and the communication within the company. Later on, you might find a product developer helping in prototype construction; and a mechatronics engineer in the development department. The aim must be to not only train newcomers well in a factual sense, but also to place them in the best possible position within the company. Personnel development of today and tomorrow must achieve this – and can therefore represent good marketing for new personnel at the same time. This is an aspect we’ve also worked very hard on in recent years. XtraBlatt: What is the thinking behind this? Good training craft don’t just drop out of the sky. Every business should search for talent more intensively, and with extra creativity, than ever before. XtraBlatt learns from Bernard Krone just how the Krone concern approaches the situation, and the aspects that may be helpful for the agricultural sector in this respect. XtraBlatt: What kind of quality have applicants? Many employers complain about reduced learning capabilities with school leavers… Bernard Krone: Certainly, this cannot be completely dismissed. But I find this doesn’t apply right across the board. It’s true that we certainly will have more work in this respect as a training company. But we don’t really aim to hire only the very top-marked higher leaving certificate performers as cutters or fitters. We need a healthy mix of all school types. Therefore some youngsters with less impressive school results later on display, following the necessary training and with the just as necessary strong self-will, good practical talent and have, in the longer view, appropriate opportunities for further development or careers! Still decisive for me is modernisation of the actual training concepts. Whether Bernard Krone: As employers, we must do substantially more ourselves in order to, for example, interest apprenticeship candidates. Earlier, it was certainly more common for us to have decided on an applicant only to receive a refusal in favour of another job. That bothered me. We therefore analysed and altered our approach. Key word here is Assessment Centre. We now invite the young people in groups. We breakfast together, take a tour of the works. We get to know each other better in a relaxed atmosphere. And, on our part, we can present the company more fully. Additionally, we have in the meantime as employees in personnel marketing many young people in their mid-twenties on average. This generation speaks with the youngsters in a different way, both literally and figuratively. It’s a concept that is very successful: only a minimal proportion of those who’ve passed the written selection procedure decide to refuse a job offer 22 23