Our working world is constantly changing and with it the requirements of employees. Individual talent management is therefore becoming increasingly important. But how does PROMATIS succeed in implementing such talent management?

In our 3-stage application process – which initially consists of an initial phone conversation with the HCM department, an interview with the respective specialist department and a personal meeting on site – the applicant gets to know the company PROMATIS with its diverse opportunities, as well as a detailed description of the tasks. But we also identify the strengths and interests of the applicant and can then integrate his or her skills and practical experience into the job even better.

In order to create a pleasant working atmosphere from the very first day, a positive impression and a structured initial training are very important to us. Even before their first day at work, new employees receive sufficient information about their first days and weeks. You will find out in advance who your mentor and supervisor is, whether you will start in the PROMATIS office or directly with the customer in the project. The dress code recommendation is also addressed in the welcome email. Onboarding ends on the first working day with a tour of the facilities. Here, the new employees get to know all their colleagues and gain their first insights into the corporate culture. Also the walk to the coffee machine in the PROMATIS lounge as well as information on how to organize the lunch break should not be missed.

Right at the start, each “newcomer” is assigned a mentor who introduces him or her to the new tasks and is available to answer any questions, both technical and about company customs. Integration into the team is an important factor for successful onboarding, in addition to the technical training.

The further training of employees is a central topic at PROMATIS, because the investment through qualification and certification represents added value for both the employee and the company. The central place for this can be found in the PROMATIS intranet “Inside”. In our Learning Center, supply and demand meet one another regarding the key resource of education. Employees can draw valuable potential for their individual further development from this source. For example, regular in-house training courses are held, the so-called “Learning Factory”, in which employees share their know-how. In addition, further internal and external training and certification opportunities are offered around the PROMATIS procedure model and external Oracle certification. A collection of various materials for self-study is available to employees at any time.

In addition to traditional courses, in-company training also includes attendance at external seminars, day fairs and conferences. In addition, further training opportunities can also be individually coordinated with employees in conjunction with various colleges and universities. Professional qualifications and further training are important prerequisites for successful personnel and thus corporate development.

Individual development opportunities, target agreements and successes in projects are discussed in semi-annual meetings with the supervisor. By creating a skills profile in our specially developed Workforce Center, each employee can view and further develop their personal development. The Workforce Center lists information about projects and individual skills of the employees. PROMATIS supports its employees individually with defined career paths.

Author: Selina Finter
Image: © pixabay.com