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Despite its clear benefits, coaching, or individual occupational training, has become more popular in Finland only recently. The "who are they to tell me how to do my job" attitude is slowly disappearing and people are beginning to see how much they can gain from developing their competence.
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In connection with the process of structural change, Cargotec assigned particular emphasis to giving special recognition to its key personnel and to leadership. Moreover, the focal points for operations were the development of leadership and supervisor work as well as the optimal targeting of global human resources. |
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Adrian Furnham, Professor of Psychology at University College London and a leading researcher on organisational behaviour and management, visited Helsinki last September as part of Psycon Oy’s internal consultant training programme. He also spoke at a Psycon customer event on current trends in management research, with a particular focus on leadership derailment and the psychological aspects of what makes for successful leadership.
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Wärtsilä Industrial Operations Management and leadership assessment, a tool for strategic resourcing and developing key people Wärtsilä Industrial Operations assesses the management competence and potential of its key people. In a changing global business environment, managers and experts with excellent competencies are needed. The assessment will reveal hidden potentials. |
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Sari Baldauf, the former General Manager of Nokia Networks, says that in a global company, our genuine personality forms a major part of our leadership resources.
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The management audit process adopted by Fazer Group offers new opportunities for the work of the Board of Directors as well as for developing each individual's own potential.
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Sixteen years is a long time today, in politics, in business, and certainly in terms of the life of corporate human resource development programs. That’s how long Ahlstrom’s Jump Program for its young professionals has been going, though – and it ’s still going strong, according to Michela Tomei of the company’s HR function.
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A survey carried out at ABB Service brought out the importance of personnel surveys as an integral part of holistic business and its continuous development.
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For Pfizer, recruiting is the centre of HR’s operations. Hiring the right people is a central factor to the success of the pharmaceutical company. A three-phase recruiting process creates a versatile basis to support its decisions.
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Successful recruitment requires consistent planning and thorough preparations, as well as close cooperation and commitment from all participants. After the screening of the applicants, a close personal assessment ensures the realisation of the company's personnel strategy in the long run.
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