Career of the future: Make your CV!


We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
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Half past nine in Germany. In reality, far less idyllic than the fulfilled working world in the commercial. Half past nine in Germany - and every third person dreams of another job in another Company, How did this relationship box between company and employee come about - and how do we get out of it?Career of the Future: Make Your CV Yourself! Mosaikkarriere_2

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Here writes for you: Caterine Schwierz, formerly Intrapreneur in a Fortune Global 500 company, is a member of the Executive Committee at v. Rundstedt and partners. Profile

Everything just a mouse click away

Overview

Globalization, digitalization - everything is just a mouse click away: the cheaper supplier, the next product, the competent staff.

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German Company awaken from their "half-ten in Germany" -Idylle and transform from stable pyramid organizations to fast and agile networks.

Mosaic career solves classic career leaders

Overview

It is obvious that the careers changed. The rule will no longer be the classic career ladder, steep or at least steadily upwards, and certainly not the lifelong employment of one and the same employer.

Instead, there will be an after-and-a-part side of permanent employment and project work, self-employment, deliberately chosen time-outs and temporary engagements. Like a mosaic spreading from a first stone, careers will build.

Safety is passé

Overview

How does that change the lives of our employees? Safety is passé. Early retirement is an obsolete model. Some time ago, companies terminated the psychological contract, which was loyalty and adaptability to lifelong employment.

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The longer life span leads to the fact that young employees are now equipping themselves with careers that will have a running time of 45 or 50 years.

The search for meaning and self-realization

Overview

And the employees learned quickly. Instead of security, they seek meaning and self-realization. Many people say that if everything is unsafe, I'll do what I enjoy. Unfortunately this does not work so well. Ten employees work six according to the regulations. The company is losing so much potential.

Work and careers are changing dramatically. Old does not work anymore. News has not yet established itself. We are dealing with a vacuum in terms of career. That sounds threatening? It is also when we do not act.

Career leader is still creating phantom pain

Overview

Faced with the pressure of the action, unfortunately, is surprisingly little. On the one hand, we are reading about a new generation Y or Z, which pushes into the enterprise with new values ​​and desires.

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But within two years, these people have adapted the prevailing career culture. And that still means ladder is smart. This career ladder, which has actually landed on the bulky waste, is still causing phantom pains!

Start with the career culture

Overview

The old, traditional career culture includes: companies take care of their employees, manage talent and make careers. Employees can be developed and wait like the frog until the princess kisses them. We know this is no longer working. It does not help, we have to face the topic of career culture.

We have to go much further than the statement: Employees are our most important potential. We need to bring together the needs of our most important resource and the needs of our raison d'être, the market. Two of the most important tasks on the way are: to put employees in the driver's seat of their careers and to say farewell to standardization.

  1. Give the employees the responsibility for their careers and help them realize their responsibilities. Get out of the sacrificial role, purely into the design of your own career. This is not rocket science and makes most people happy. Or is it no meaningful and satisfying employment to find out what I can do well, where my heart is blood and where is what I can and what my heart beats? The reward of this work is rich not only for the individual but also for the company: wherever skill, passion and the right task meet, we are in the area of ​​our highest performance. Which manager says no?
  2. Take leave of the standardization. Companies have to create conditions for individual mosaic careers. Today, we still push people into standardized requirement profiles and job descriptions. Everyone should be the same and the same. Here we need a fundamental reversal in personnel work. "One size fits all" is no match for employees or companies today. Consistent orientation of strengths instead of mediocrity. Individual careers instead of planned economy - a "turnaround" in the truest sense.

Mediocrity is a waste of time

Overview

Madonna brings it to the point: it is a waste of time to make something mediocre. Both companies and employees should only accept the career that brings out the best in the employee.

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Then, career is not only a synonym for company success and employee loyalty, but also for happiness in the job. To reach for the stars? The time has come!


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  1. Baloise jobs

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  2. MHM HR

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  3. Siggi willow

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  4. Barbara Sommerer

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  5. Ole Jendis

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  6. Sophia von Rundstedt

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  7. C. of Rundstedt

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  8. Sophia von Rundstedt

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  9. Ulrich Goldschmidt

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  10. Pascal Frai

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  11. Sophia von Rundstedt

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  12. firm-job

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  13. Competencepartner

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  14. Thomas Eggert

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  15. REGIS GMBH

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