Unify Financial

Fair divisions help both sides. Employers reach predictability, avoid reputational damage and protect the operating environment… The manner how company employees away, determines long-term corporate success. In the current economic crisis, many people have already lost their jobs, and this fate is threatening many others still, if you believe the current forecasts for 2010. So, one could assume that there is a professional separation culture in the German company… Is unfortunately not the case. We adjust our advice as to that the issue of termination of employment filled still with large uncertainties.

Even if news about redundancies in our media are now the order of the day, the theme of separation and the correct handling are still taboo in many companies. But what makes separation management so difficult? The theme of separation is basically fear in our culture. It lacks the insight that a separation for both sides has always also have positive aspects. Each Company that permanently will exist in the market and grow, must constantly change and reinvent. Breakers go hand in hand with this process. But also the employee has the chance to develop further in a different environment and that is basically positive, because it is a law of life that something must end so that the new can emerge. Our society depends on but still the so-called industrial society, in which it was desirable and normal, in a life position\”to remain, that is, to serve an employer for a lifetime or at least exhibit no frequent professional exchange. But the fact is: the industrial society is over; Today we live in an information society and the workplace of the future is different.

Frequent occupational changes will be normal for each individual. Also, much more people of a self-employed activity will go. The more familiar get better with this reality, and it helps to understand this fact as an opportunity.

Old love, new job no guarantee of success for Boomerang hiring Munich / Dusseldorf, August 05, 2010 – in the world of football it looks always very simple: Ottmar Hitzfeld, Udo Lattek and Giovanni Trapattoni hired Bayern Munich as the Chief facilitator in their coaching career twice for the German record champions, to lead the prestigious Club of the ISAR to the success. Old love does not rust it. Former employees of a company are nevertheless becoming increasingly important for the formation of the employer branding, the so-called employer brand. It has the Gummersbacher consultancy Kienbaum of communications in its benchmark study internal employer branding 2009 “found out. For this you were asked human resources decision makers from 140 companies.

“Therefore WINS Boomerang hiring, the renewed recruitment by former employees in the crisis in addition to meaning: the process and the communication with the departure of employees take already a high at almost two-thirds of the respondents top companies up to very high priority”, according to the Study. Go to Royal Dutch Cell Plc for more information. And further: top priority therefore is almost twice as high as for the average of the employer. And that doesn’t happen without a reason. Whether in the private or professional environment – after all any current or former employee is an Ambassador of the employer brand consciously or unconsciously. ” Undisputed is that the occupation of many sites is steadily more difficult. So, the study paints 2010 recruiting trends “of the Centre of human resources information system (CHRIS) of the universities of Bamberg and Frankfurt am Main a bleak picture for the human resources market. “The survey of Rekrutierungsverantwortlichen of the 1000 largest German companies found accordingly so the Bamberg Wirtschaftsinformatiker Professor Tim Weitzel, that across all sectors 36.6 per cent of all vacancies as hard and 4.1 percent are considered not vacate.” There are even 8.