Posts Tagged ‘Henkel’

Best Practices

Internship at Henkel/Praktikum bei Henkel

Monday, August 23rd, 2010 by Astrid Bosten

A day in intern lives: brewing coffee, going on errands and if you are lucky you may have the chance to have a glance at the jobs that are done in the department. This could be normal life for many interns in other enterprises. At Henkel reality looks totally different. Our interns are part of the team, actually before they arrive. The “intern-introductions” and “intern hand-outs” summarize the first practical tips and are sent to our interns before they have their first day.

Additionally there are lots of meeting points and interaction for and with our interns. Twice a week they have the opportunity to have lunch together, every week there is one intern table at different locations in Düsseldorf and once a month one Henkel youngster presents his department and job to our interns.

On our intranet platform “InterNactive” they have the chance for interaction and the exchange of real life questions: Where is the best event location in Düsseldorf? Is there a flat or a flat share? What ever…

The Double-In-Day again gives the opportunity to change roles and intern jobs for one day. Thereby our interns get the chance to get a broader perspective of different Business Units and departments.

By the way: We – the Global Diversity & Inclusion team – offer an intern job, too: https://recruitment.henkel.com/jpapps/henkel_internship/jobs/jobview.jsp?requestno=RQ00011441&printview=true

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Best Practices

If companies knew… / Wenn Unternehmen wüssten…

Thursday, August 12th, 2010 by Astrid Bosten

…what their employees know. The knowledge of a company’s employees is an important resource for further innovations and success. However most companies ask themselves how this potential can be used. Knowledge management is the key-term.  But what’s this? Knowledge management? Can knowledge be managed? The Financial Times Germany pursued this question.

In the 90s, companies set up databases to collect knowledge. These databases were hardly used by the employees because they didn’t provide an appeal to share knowledge. Today we know that knowledge is forwarded by communication between people. To connect people and enable an open communication between them, companies use different approaches. For example Ernst & Young offers an internal search engine and a platform which provides information about different sectors and projects. The IT-company IBM uses a very progressive approach of knowledge management: a web 2.0 platform similar to facebook.

At Henkel we are also aware of the tremendous knowledge of our 50.000 employees worldwide. Especially in terms of Diversity management it is important for us to enable each and every colleague to bring their knowledge to the workplace, to set it free, to share and to offer their expertise internally. [DE]

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Best Practices

Success-Story Diversity Management / Erfolgsgeschichte Diversity Management

Tuesday, August 3rd, 2010 by Astrid Bosten

 The online-magazine Wirtschaftwoche recently dedicated an article to a new study conducted by the network „Synergy by Diversity“. It focuses on Diversity Management and the advancements that were made within the past few years.

Four years ago, only 42 percent of all German companies had a Diversity Management in place while 77 percent of all European countries had already established a Diversity Management. Today, 16 out of the DAX 30 companies have a Diversity Management, for example Henkel (since 2007), Deutsche Telekom (since 2004), Lufthansa (since 2001) or Siemens (since 2008). The implementation strategy of a Diversity Management is different in each company. Some companies entrusted a Human Resources manager with Diversity tasks. Other companies appointed global Diversity Managers who directly report to the CEO. This is also the Henkel approach where the Head of Global Diversity Management, Anke Meier and her team are responsible for the strategy and  implemention of the Diversity concept. She is supported by a worldwide Diversity Ambassador network, consisting of fourteen international ambassadors.

Most Diversity activities focus on gender-equality and demography. At Henkel, we also focus on supporting women in management-positions as well but additionally we defined seven diversity dimension that we focus on. Diversity is a common understanding of all Henkel employees and an integral part of our Corporate Culture. By the way: Interesting to me was the fact that 14 of 16 German Diversity managers are women… good or bad? [DE]

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Women in Business

Today’s Schwarzkopf Customer / Die Schwarzkopf-Kundin von heute

Friday, July 30th, 2010 by Astrid Bosten

A new Schwarzkopf study examined modern women and their attitude towards career and family. The Study took a closer look at the self-conception and requirements of women from Germany, France and Russia. It shows: today’s women are self-confident. 50 percent of women under 30 describe themselves as emancipated and self-confident. At the same time the study revealed that men are sceptical of this development. But despite the changes, one thing in women’s lifes hasn’t changed: the leading fields of interest are fashion, hairstyles and cosmetics.
The results of the study were combined with another study about women and beauty and resulted in a new Schwarzkopf-typology: “Youth on the move” are young women under 35 without children. “Modern Mothers” are between 35 and 50 years old, have kids, but aren’t working. “Kids & Career” are a group of women between 35 and 50 years who have children and a career. “Working women” on the contrary, don’t have kids. “New beauty age” includes 51 to 70-year old women without children, respectively grown up children. [DE]

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Diversity & Inclusion

Barbeque with the top management / Grillfest mit Führungskräften

Friday, July 16th, 2010 by Astrid Bosten

At a barbeque for the apprentices at Henkel in Düsseldorf last week, Kathrin Menges, Corporate Senior Vice President Global Human Resources, took the chance to meet the young people and talk with them about their apprenticeship, career in general and, of course, soccer. Besides soccer, the internationality at Henkel was a big topic.

The apprentices in the different apprenticed occupations deal with many nationalities in their every day work-life. In her conversations with the apprentices, Kathrin Menges also found out, why they chose Henkel as their apprenticing company. It became evident, that Henkel has a very good reputation among young people. The apprentices agreed that the vocational trainers at Henkel are friendly, sincere, attentive and willing to help them with every problem that might occur.

One question was particularly interesting for the apprentices: How do you become Corporate Senior Vice President Global Human Resources? Many of them were surprised to hear that Kathrin Menges started her career as a teacher. The Head of Training, Loert de Riese-Meyer was thankful for the opportunity of bringing together apprentices and top management. This day was clearly one of the highlights in the first year of training, he explained. [DE]

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Diversity & Inclusion

„Konnichiwa“ und „olá“

Thursday, July 8th, 2010 by Astrid Bosten

Yesterday our Japanese and Portuguese colleagues were the hosts of our International Week at Henkel, Düsseldorf. Each day one country presents itself to show the cultural diversity we have in place.

Our Japanese colleagues, Kenji Itho, Naoki Yasuda, Hiro Asakawa und Kaoru Tachikawa, had a special idea: they offered to write the prenames in Japanese characters. Additionally Kaoru Tachikawa was an eye catcher: she wore a Yukata that is a special type of a kimono in a daily-to-use edition. Kaoru told me that to put on a traditional kimono would take about one hour. Therefore they are just used for official reasons like weddings, New Year parties or holidays.

Kaoru is living for five years in Düsseldorf and lived in several countries before. But – surprise, surprise – she likes Düsseldorf best because here is the largest Japanese community. 

The differences between Germans and Japanese can be realized in the way they interact. Germans come straight to the point while Japanese circumscribes what they really mean. That’s the reason why Japanese seem to take a more reserved stance. To speak to a foreign person on the way to your job is impossible in Japan.

Very contrary our Portuguese colleague Paula Barreleiro described the differences between Portugal and Germany. Germans can’t keep up with Portuguese temperament. But she likes the landscape where everything’s green and healthy. And there are mountains. For her the main difference between Germans and Portuguese is the way they face their jobs: Germans are well organized and considered. The Portuguese are more improvisation artists. 

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Diversity & Inclusion, International Ambassadors

Italian Lust for Life / Italienische Lebensfreude

Wednesday, July 7th, 2010 by Astrid Bosten

Yesterday we had our second day during the international Week at Henkel in Düsseldorf.

Host country: Bella Italia. And of course – you are right – this day was a firework of temper and lust for life. Before the first guests came to the infotainment area the team of five Italians had to check out all the game offers. What else: If there is a ball then an Italian couldn’t be far away!

And they really presented themselves as a team. One for all and all for one. Giullia Palazzo for example arrived just three months ago in Germany. When she received our e-mail we sent to all non-german colleagues, asking if they are interested in building a team and join in the International Week, she didn’t know any Italian at Henkel. But now she is in the center position of the team – the only woman.

When I spoke to the team members how the expected Germans and Germany to be before they arrived the answers where nearly similar: Germans are well organized, ambitious and overcooled. But reality sometime’s different. At least Gaetano Cappello experienced that you can have fun with Germans as well as with Italians. But nevertheless there are lots of differences. For example the noise level on the work place. Germans are very quite and disciplined while in Italy usually there is a high noise level because everybody’s speaking all the time.

Happy stereotyping! All in all this day was a huge success in a continuing International Week at Henkel.

Today it’s mixed day: Japan and Portugal.

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Diversity & Inclusion

International Week at Henkel Düsseldorf/ Internationale Woche bei Henkel in Düsseldorf

Tuesday, July 6th, 2010 by Astrid Bosten

The beginning of July – half time. Semifinal. Football United all over the world. All around is cultural diversity. Cultural diversity between teams and within teams, cultural diversity between fans and within fans and cultural diversity between countries and within countries. The disappointment of one team is the gladness of the other one. And finally there will be one winner and lots of connective memories.

Henkel’s team is both – a global and a winning team, and a team full of cultural diversity. This is what makes us at the same time different and unique. Therefore we dedicate the final world cup week from July, 5th to July, 9th to our various colleagues all over the world.

The International Week is a one week event that takes place at Henkel Düsseldorf during lunchtime in the canteens. Colleagues from all over the world present their homeland with traditional costumes, food and music at an infotainment stand. People get to know the different culture, ethnical backgrounds and attitudes but also have fun with each other by playing Tipp-Kick-Soccer, Kicker or Wii Fit. The goal of this event is to show Henkel’s diversity but breaking with stereotyping at the same time. That’s what we are: same, same but different.

Yesterday the German team started with the first event day. Folks music surrounded the information stand. A German police officer, a woman in a dirndl, Santa Claus and a German soccer fan were the host. Especially the Tipp-Kick-Game challenged our colleagues to hit the goal and to win a voucher. But also the Wii Fit header game brought lots of fun and whiplash injury. Today it’s Italian day!

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Best Practices

The potential of exit-interviews / Das Potenzial von Exit-Interviews

Tuesday, June 29th, 2010 by Astrid Bosten

Exit-Interviews – In Germany a rather new tool. They are conducted with employees who resigned from their job. Althoug it’s a pretty new tool, about two third of German companies already use exit-interviews. They are a good source of information about the every day work life in enterprises. Furthermore, the company signalizes its employees: we are listening to you! The evaluated interviews can help to improve working conditions and retain employees.

However, a Frankfurter Allgemeine newspaper article describes some simple rules for a successful exit-interview. Both parties should remain objective. To secure objectivity, exit-interviews are generally conducted by third parties, for example human resources staff and not by the (former) line-manager.

To guarantee the comparability of exit-interviews, they should be standardized for example by questionnaires.

An exit-interview should take place close to the employees last day. In this way he or she doesn’t have to worry about making negative statements that might affect their reference. Keeping these few rules in mind, an exit-interview can be a good finalization of a professional relationship.

For Henkel exit-interviews are also a good way to identify areas of weakness and improvement. They are part of an open feedback and an inclusion culture within Henkel. [DE]

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International Ambassadors

A Dinner in the Dark / Ein Essen im Dunkeln

Monday, June 28th, 2010 by Astrid Bosten

Guest author Felix Eichhorn, doctoral candidate at Henkel, writing about his experience of having a dinner in the dark together with Henkel’s global Diversity & Inclusoin Ambassadors.

“Last week Henkel’s global Diversity & Inclusion Ambassadors had their annual meeting at Henkel’s headquarter in Düsseldorf. The exiting and of course diverse agenda were  peppered with presentations, discussions & workshops but also with one unusual dinner event: A dinner in the dark.

Our dinner in the dark took place at the restaurant “Finster” in Essen. Finster is a restaurant operated together by blind and seeing people.

The first thing we had to recognize when entering the dinner room was: Dark really means dark! We weren’t even able to see our hands on front of our eyes. Thus, we all had a wonderful experience, using our neighbours glasses to drink, trying to find and identify food on the plates and laughing together. The change of roles broadened our points of view and I think all participants finally felt lucky when we were guided back in the sunlight after two and a half hour of complete darkness.”

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