[Live] Sabine Hansen Peck, Board Member Amadeus IT-Group: Skills shortage and personnel development



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[Live] Sabine Hansen Peck, Board Member Amadeus IT-Group: Skills Shortage and Personnel Development [Live] Sabine Hansen Peck, Board Member Amadeus IT-Group: Skills Shortage and Personnel Development

In the first part of the interview, Sabine Hansen Peck, Senior Vice President of Human Resources, Brand and Communication of the Amadeus IT Group, discusses Skills shortage, Personnel development and recruiting strategies.

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Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

Sabine Hansen Peck holds a master's degree in organizational psychology from the Catholic University of Eichstätt. In addition, she holds an MBA in International Business Management from Thunderbird, School of Global Management (USA). Since November 2009, she is senior vice president, human resources, brand and communications at Amadeus and responsible for human resources and internal communications worldwide. The Amadeus Group, with headquarters in Madrid, Nice and Erding, and other 71 locations worldwide, provides IT solutions to the tourism industry. He employs around 13.000 employees worldwide and generated 2014's total revenue of 3,4177 billion. Hansen Peck works in Madrid and is a member of the Amadeus Executive Management Team. Previously, she held senior human resources positions with Citigroup and Gate Group, and served as executive director on Bank Handlowy's board.

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Mrs Hansen Peck, in Germany yes very controversial, whether we are at all skilled laborers, the last row was even the Association of German Engineers, How are your experiences?

Overview

In fact, shortage of skilled labor is a worldwide problem, it is particularly noticeable in Europe and the US.

There are generally too few promising applicants on the labor market, which is particularly true for some industries.

Now your company is headquartered in Madrid - and Spain is considered a country with high youth unemployment. How does it fit together?

Overview

For one, we are represented at 74 locations worldwide. On the other hand, especially in the IT sector, the specialists are missing.

For example, very strong interest in the topic of data has recently led to a lack of data scientists who can analyze big data and transfer it into strategic management tools - a serious challenge for the future, by the way.

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This complaint is often heard by companies, especially in the fast-moving IT sector. If you ask more closely, they often do not like to invest in the training and further education of their employees. What does it look like in Amadeus?

Overview

That not all companies use the German training system is regrettable, because it is one of the Success Factors on the German market.

Unfortunately, copying was not done in other countries. At Amadeus, there are currently training programs at our German headquarters in Bad Homburg and Wurselen near Aachen.

2014 has invested 7,2 millions of euros in the training of promising employees. These include the corporate social responsibility program "Knowledge and skills transfer" and the Amadeus Leadership Development Program for Amadeus executives in collaboration with renowned universities.

Which universities are they?

Overview

In Germany, for example, we are working closely with RWTH Aachen in Aachen for our subsidiary TravelTainment and with the dual university of Baden-Württemberg (DHBW) for our subsidiary Amadeus Germany in Bad Homburg.

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In Spain, we work with the universities of Instituto de Empresa (IE) and Escuela Superior de Administración y Dirección de Empresas (ESADE), as well as with the universities of Universidad Autonoma de Madrid and Universidad Politecnica de Catalunya.

But, of course, we also train our employees within the company - both through eTraining and through classic attendance seminars. Amadeus also offers mentoring and coaching programs, as the development and retention of the employees is very high priority for Amadeus.

How many employees do you train from? How many percent will be taken from a training year?

Overview

More than half of the global Amadeus workforce has already participated in the company's comprehensive training offerings.

Several of our managers have developed into our current function within our company. A good example is Holger Taubmann, since 2011 our Senior Vice President Distribution. His professional career began with a three-year 1988 training at Lufthansa, 1997 joined Amadeus as Manager Business Control, 2004 became Managing Director of Amadeus Germany and 2010 Vice President of the North, East, Central and Southern Europe Region.

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How do you recruit employees?

Overview

As already mentioned, we rely heavily on education and training to bind and develop employees who are already in the company. For internships we have agreements with several top universities around the world and host hackathons, such as at MIT in Boston.

For approximately 20 to 30 percent of the positions, we employ personnel recruiting, human resources consultancy or social media to find employees.

What kind of training do they recommend young people to qualify for a job at the Amadeus IT Group?

Overview

There are many ways to get to Amadeus, and there is a wide range of open spots. My recommendation to young people is to choose a profession that is really fun to them. For where we develop passion, we also have success and joy at work.

Also, I recommend staying curious. Learning is a lifelong process and does not stop with leaving the school. If you do not forget to learn, you have an important skill to adapt to a changing environment or other conditions in today's world.

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  1. Thomas Eggert

    Interview with Sabine Hansen Peck, Member of the Management Board Amadeus IT-Group - 1 / 2: Experts' ... via BERUFEBILDER - Highly recommended 6B3gfw1T5m

  2. REGIS GMBH

    Interview with Sabine Hansen Peck, Member of the Management Board Amadeus IT-Group - 1 / 2: Experts' ... via BERUFEBILDER - Highly recommended KTEsvGQyWV

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