In times of scarcity of skilled workers, of course companies strive to not only recruit qualified employees, but also to hold them for as long as possible. However, that’s easier said than done, because many are looking for career chances that go beyond salary and position. In a working world that is characterized by major upheavals, lifestyles and job preferences are changing, especially for the younger workforce – a better balance of work and family life, more flexibility, new tasks, flatter hierarchies or a good working ambiance are just some of the looked-for criteria. According to a recent survey among HR managers in 27 European countries, which was conducted by the European Association for Personnel Management (EAPM), topics such as talent management and demography, change management and cultural change as well as qualification and knowledge transfer represented the central challenges of HR work.
From Purchaser to Salesman
When it comes to career planning, these foreshadows play a role also for the adhesive tape specialist tesa. Keno Ahlrichs appreciates this: The 36-year-old works as a key account manager in the automotive sector and through a so-called cross-functional move has transformed from a purchaser into a salesman. “After seven years in technical purchasing, I wanted something new. Fortunately, at tesa there’s a culture where cross-functional exchanges are promoted. That’s why I was able to rely on the support of the company,” explains Ahlrichs.
His case shows: A job “sidestep” may become a career kick instead of a career squeeze. That’s why the internationally operating group wants to motivate its employees to consider such careers. A horizontal path also holds the key to future success: “A complex company like tesa has many facets, and I’m convinced that we all can get even better at our jobs, the more we understand also the other sides of the business,” says Inken Klein, HR Manager and Division Head of Talent Management and Succession Planning.
After seven years in technical purchasing, I wanted something new.Keno Ahlrichs,
Key-Account Manager Automotive
A complex company like tesa has many facets, and I’m convinced that we all can get even better at our jobs, the more we understand also the other sides of the business.Inken Klein, HR Manager and Division Head of Talent Management and Succession Planning
Willingness to further development
Leadership, technical or project career: “At every beginning, there must be the willingness to develop – However, not in the sense of ‘I need a change and an adventure’, but rather ‘How can I get better?'” Nonetheless, it’s not about change at all costs – After all, tesa also needs experienced specialists who are getting ever better in their jobs, emphasizes the HR manager. Metin Yazici, who has been working at tesa for 37 years, falls into this category. The process technology machine operator has already moved to the Chinese factory in Suzhou three times, the first time 14 years ago. “For me, a career means to always face challenges with great curiosity. They were offered to me and are still open for me at tesa. I learn something new every day. That’s amazing,” says 55-year-old Yazici.
workers are lacking in Germany in the so-called MINT areas (mathematics, IT, natural sciences, and technology) – twice as many as at the beginning of 2015.
Source: Association of the Chemical Industry
FACES AND STORIES
tesa offers not only vertical but also horizontal career paths. Who are the employees that have successfully moved forward on alternative paths? What motivated them? What tips do they have for others? These and other questions will be answered in an article series on tesa.insights. In loose sequence, we’ll portray protagonists from the diverse job world at tesa – including Keno Ahlrichs and Metin Yazici. The series will kick off on December 12. General information about tesa as an employer:Career at tesa