Presents steps any new entrant can follow to get achieve success in a new environment. I presented this to Central University College Students at Miotso, in Ghana a few years ago. Sharing now, with any young person who may need these tips.
What Makes a Great Apprentice? is your guide to making sure that you are the best Apprentice that you can be and that you make yourself an invaluable member of the team.
For more information about the Apprenticeships that we offer please call: 0121 707 0550 or e-mail: info@apprenticeshiprecruitment.co.uk
Presents steps any new entrant can follow to get achieve success in a new environment. I presented this to Central University College Students at Miotso, in Ghana a few years ago. Sharing now, with any young person who may need these tips.
What Makes a Great Apprentice? is your guide to making sure that you are the best Apprentice that you can be and that you make yourself an invaluable member of the team.
For more information about the Apprenticeships that we offer please call: 0121 707 0550 or e-mail: info@apprenticeshiprecruitment.co.uk
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Maßnahmen gegen den Fachkräftemangel in Europa in den Bereichen Mathematik, Informatik, Naturwissenschaft und Technik: Warum eine Strategie der Inklusion entscheidend ist.
Wenn wir den massiven Fachkräftemangel in den MINT-Berufen (Mathematik, Informatik, Naturwissenschaft und Technik) in Europa lindern wollen, müssen wir schleunigst damit beginnen, mehr Frauen einzustellen. Und wir müssen dabei an einem Strang ziehen. Zur Optimierung des MINT-Talentepools durch größere Diversität bedarf es jedoch mehr als nur ein wenig zusätzlicher Mühe bei der Personalanwerbung. Vor allem gilt es, ein Klima der Inklusion zu schaffen, das die Einstellung und Bindung von Frauen in der MINT-Branche begünstigt. Gleichzeitig müssen Unternehmen die Beseitigung von Vorurteilen und Barrieren zur Priorität erheben und zur Chefsache erklären; Führungskräfte müssen aktive Unterstützung leisten und institutionelle Verantwortung übernehmen. Des Weiteren ist es von wesentlicher Bedeutung, Frauen in diesen Berufen ein besseres Mentoring zu bieten und die Diversität weiter zu erhöhen. Denn es steht eine ganze Menge auf dem Spiel – und das betrifft nicht nur Ihr Unternehmen, sondern die Zukunft der Branche in ganz Europa.
Als Pionier auf dem Gebiet der Personaldienstleistungen und der Erforschung von Arbeitnehmervorlieben bietet Kelly Services eine umfassende Analyse, die verdeutlicht, weshalb es so wichtig ist, gegen die Unterrepräsentation von Frauen in Europas MINT-Branche anzugehen. Dabei untersuchen wir auch, welche Faktoren Unternehmen berücksichtigen müssen, um diese Spezialistinnen langfristig zu binden.
Neben der Analyse von Arbeitnehmervorlieben und psychographischen Einblicken auf Grundlage der Umfrageergebnisse aus dem Kelly Global Workforce Index von 2014 und 2015 werden in diesem Bericht auch Erkenntnisse aus der Kelly Free Agent Research-Studie von 2015 und sekundären Quellen berücksichtigt. Sofern nicht anders angegeben, stammen alle Statistiken aus aktuellen Arbeitsmarktstudien von Kelly.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our second global report on the topic Women in STEM.
1. Astrid Akse,
EMEA HR Manager Born in the
Netherlands
Now lives: Neuchâtel,
Switzerland
Who inspired you to be
who you are today?
Definitely my parents. I had a mixed cultural
upbringing as my Mother is from South America
and my Father from The Netherlands. A good
combination between teaching me to be direct
and to the point on one side and not to be scared
to use your emotional side as well on the other side.
What are you passionate about outside of work?
I love to travel. Experiencing different countries and their
cultures is still fascinating to me. My all time favourite countries
that I’ve seen so far are Tibet and Bolivia – I think their culture
is one that a lot of people can learn from. They’re not walking
the tightrope of life wondering when they might fall off but
living a very peaceful and harmonious existence.
How did you start your career in HR?
Before my Kelly career started 15 years ago in 1997 I’d been working for 10 years in the
travel industry, I wasn’t really looking to move jobs but I saw an advert in the paper for
a position that would deal with multiple clients based in countries across Europe and
that interested me. I was up for the challenge so I joined the team at Kelly in Amster-
dam. But I didn’t immediately start to work within the HR function, instead I joined as a
Consultant. After 1 year I was made Branch Manager and then later Regional Manager.
It wasn’t until 7 years later that I started to think about how I could put my skills to use
in HR. There was an opening for a training and recruitment role and I thought OK so
I’ve seen the operational part and liked the focus on the commercial aspect of the
business but I knew that my main passion was the people element. Later I became the
HR Manager for the Benelux region and since May 2011, the HR Manager for EMEA.
What have been your biggest challenges throughout your career?
It sounds like a cliché but I really am a people person and when I had to manage my first
organisational restructure I started to wonder if HR was really for me. When you’re close
to your colleagues and find yourself in the position of having to sit down and have a
discussion on why the business needs have changed, it’s an incredibly difficult
conversation to have. I don’t think I’ll ever find that part of the role easy.
I put a lot of pressure on myself to constantly seek out new challenges. The need to be
continually learning and growing within a role is really important to me. A while ago, I was
honest when I was unsure of what my next challenge could be within Kelly. It just so hap-
pened that the honesty I shared with my manager meant that I was given this fantastic
opportunity to relocate to Switzerland and start my current role. That is proof for me that
if you’re in the right organisation and you can be honest with yourself and others you will
open up career options that you may not have come across otherwise.
What about the highlights?
1. Managing a recruitment branch through
a booming economy 97-2000 and experi-
encing 100% growth year on year was so
motivating both for myself and my team.
2. Leading the regional team I learnt a lot –
how to cope with customers and employees
in the different countries. The countries of
the Benelux may be very close in distance
but the cultures are completely different.
3. Moving to another country to start a new
role. I didn’t plan where I would be today
when I started my career but I really feel like
I’ve grabbed the opportunities presented
to me and made them my own.
What advice would you give to those starting out in their career?
Favorite
subject
at school?
Geography!
I also loved learning
languages – today I can
speak German, French,
Dutch, English and Spanish.
Grab
opportunities
when they arise
with both
hands.
Don’t be afraid
to be yourself.
Be brave and honest
about what you want
to do and where
you’d like to go
with yourself
and others.
Look for a match
with your personality
and the people working
in the business. Base three
quarters of your decision on
the content of the role and
the people that work
in the company
How do you stay positive even through
the difficult times as a HR Manager?
I’m an naturally optimistic person. When
you’ve travelled to different countries around
the world and seen such poverty you realise
that we have so many choices and chances
in life here that others simply never get.
Life and your career is like a road with many
twists and turns. Sometimes you’ll be motor-
ing down the path full speed ahead and
other times you might be at the crossroads
wondering which direction to take. Be honest
with yourself and I really believe that you’ll
find the right way.
This is My Story
Go with your
gut feel – it’s
usually right
Do what you’re
good at
and what
you love!