across borders - an international exchange programme · 2014-04-08 · across borders - an...

ACROSS BORDERS - AN INTERNATIONAL EXCHANGE PROGRAMME 3-4 APRIL, BUDAPEST, HUNGARY

Katja Geissler, Vanessa Hörold

KRONES AG, Germany

MERCER 2014 EXPATRIATE MANAGEMENT CONFERENCE 1 1

Today’s Speakers

Katja Geissler

Vice President

Head of International HRM

KRONES AG

Neutraubling, Germany

[email protected]

Ilka Vanessa Hörold

Senior Specialist International Assignments

International HRM

KRONES AG

Neutraubling, Germany

[email protected]


Agenda What We Will Cover Today

• Introduction to KRONES Group

• International Mobility at KRONES

• Across Borders – Why did we create this programme?

• What is the Across Borders programme? – Key facts

• Across Borders – A success story?

• Summary

Section One

INTRODUCTION TO KRONES GROUP

MERCER 2014 EXPATRIATE MANAGEMENT CONFERENCE

Company Data for the Krones Group in Million € Key facts (1)

Sales* 2,664.2

Earnings before tax 98

Earnings per share (in €) 2.22

Orders received 2,721

Research and development approx. 5 %*

Employees**

Domestic 8,950

Worldwide 12,193

* of sales 2012 ** 31.01.2014


Corporate Data About the KRONES Group (2012)

Non-alcoholic beverages 54.8 %

Alcoholic beverages 39.4 %

Food, chemicals, pharmaceuticals, cosmetics 5.8 %

Breakdown of sales by sector Geographical breakdown of sales

America, Africa Asia, Australia 66.1 %

Europe (without Germany)

25.5 %

Germany 8.4 %


House of KRONES

Lifecycle Service: producing – maintaining – optimising

IT solutions

Intralogistics

Filling Labelling Inspecting Conveying Packing/

palletising

Filling and packaging

Factory planning

Valve technology

Line competence

Cleaning

Process technology

Product manufacture – Product treatment

PET containers: design – production – recycling

Soft drinks Water Milk products Beer

MERCER 2014 EXPATRIATE MANAGEMENT CONFERENCE 7 April 4, 2014

KRONES Group Key facts (2)

• 12,193 employees worldwide,

– with 8,950 employees at 5 locations in

Germany,

– and 3,243 employees in ~ 35 subsidiaries

worldwide

• as our staff needs to be highly mobile, KRONES

international mobility team is offering solutions for:

– (extended) business travellers,

– field-service assignments,

– short and long term assignments for specialists

and executives,

– and delegations / “local plus” package holders.


KRONES Worldwide ~ 35 Subsidiaries (100% KRONES Ownership)


Production Sites in Germany: 5 Plants

K i e l

H a m b u r g

H a n n o v e r

B e r l i n

L e i p z i g Cologne

F r a n k f u r t

S t u t t g a r t

Nuremberg

Munich

R e g e n s b u r g Rosenheim

Production Packaging machines Founded 1997

Nittenau

Production Large parts Founded 1972

Freising Plant Steinecker

Production Brewery/filtersystems production and distribution, logistics, process technology Acquired 1994

Flensburg

Production Bottle washers, Pasteurisers, PET recycling Acquired 1988

Neutraubling

Headquarter Founded 1951

Section Two

INTERNATIONAL MOBILITY AT KRONES


04

.04

.20

14

Columbia/Venezuela (1)

Brazil (4)

KOSME IT/A (3)

Nigeria (1) Kenya (3)

South Africa (1)

China (8)

Czech Republic(1)

Thailand (6)

Indonesia (3)

International Mobility at KRONES Overview

USA (1)

Angola (1)

Malaysia (1)

India (1)

Australia / New Zealand (7)

approx. 50 long term assignments

specialists & executives

duration: 2 - max. 5 years

approx. 10 short term assignments

mostly project-related

duration: 6 months – 2 years

KRONES International Mobility Structure:

UK (1)

Japan (10) Germany / Inbounds (5)

plus: - approx. 20 delegates / „local plus“ arrangements (> 5 years)

- approx. 1.000 field service assignees + (extended) business travellers

Section Three

ACROSS BORDERS WHY DID WE CREATE THIS PROGRAMME?


Across Borders Why did we create this programme? (1)

We felt something was missing in international mobility…

• Even though international mobility at KRONES is at a high level in total, it differs greatly from department to department. • While the company is growing and company structures are

changing significantly, we felt the need to get all employees involved in international mobility matters.

• We found that a „think global“ instead of a „think local“ culture was facing less acceptance with certain employee groups.

• At the same time, employees in the early stages of their careers stated that our international mobility offers were leaving them behind.


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Across Borders Why Did We Create this Programme? (2)

GOALS OF THE PROGRAM

KRONES‘ business is global

„Thinking internationally“ is essential to KRONES‘ success (not only at management level)

• Creating a „global mindset“ through international work experience: accepting different cultures, different ways of how people live and work

• Enhancing the network among all KRONES subsidiaries worldwide and to the KRONES headquarters („get the big picture“)

• Creating a global network, promoting international cooperation and know-how transfer

• Becoming a KRONES family – and forming a global Corporate Identity – making employees interact „across borders“

• Motivating the work force: investing in employees & their development

• Promoting the international employer brand of KRONES: making it more attractive to work for KRONES – anywhere in the world

A true benefit to both the company and the employees!


To stay competitive global thinking and actions, a decentralised structure and the mobility of employees are of crucial importance.

This requires a high degree of

- International networking - Intercultural competencies

in all divisions and at all levels.

KRONES becomes even more international by enabling employees to acquire professional experience abroad, apart from “typical” assignments – the home departments will also learn and profit from their overseas

counterparts.

An International Exchange Programme by KRONES

Networking, Intern. (Know-How) Exchange ,

Internationalization/Decentralization

Personnel Development/ Employee Retention

Establishment of a “global mindset” at KRONES

Objectives


Added Value for KRONES and its employees

Global corporate identity

International network

Loyalty among the KRONES group

Language skills/Intercultural competencies in all business levels

Internationalisation of KRONES: Foundation of a decentralised structure

Investment in employees

Employee retention

Increase of employer attractiveness: Comparability with other international corporate groups

Enhanced competencies / Fostering of employees– Effective realisation of projects

Shift of motivation: “I must” becomes “I want”: Greater choice of employees who want to be assigned

Future-oriented: Establishment of a pool for future assignments

Increase of employee mobility

Section Four

WHAT IS THE ACROSS BORDERS PROGRAMME? KEY FACTS


Open application process - Basically every KRONES AG, subsidiary, branch employee is able to participate

No restrictions concerning the department

No restrictions concerning the countries – however it is of course dependent on availability and possibilities in the countries

Requirements / Selection criteria:

Convincing motivation letter, showing one’s ideas and goals for the overseas period (personally & department- / company-wise)

Involvement and approval of the superior / department Minimum 3 years work experience with KRONES Good foreign language skills, minimum English High motivation and flexibility, intercultural openness W

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?

What is the Across Borders Programme? Key Facts (1)


What is the Across Borders program? Key Facts (2)

The program is open to 15 candidates per year (worldwide), with the following standard conditions:

Employment contract remains with the home company

Salary payment by home country (no changes in remuneration)

Optionally compensatory payments in case of higher living costs in the host country / visa or minimum wage requirements

Temporary assignment, in general without family accompanying, however possible at own risk and expense

Duration: ca. 180 days (January - June)

No changes regarding the processing of social security contributions and taxes; additional international health insurance

Host country holiday regulations apply

One (1) flight home (Eco) during the overseas period (transferable to family members)

Local accommodation is provided (apartment, host family etc.); mobility secured

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nd

itio

ns

The following exchange options apply:


Chronological Course (full year, regular course)

Home

company

Start of Application: 01.06.

KRONES-wide

announcement

(intranet)

Information exchange

between Int. HR and

local HR with regards

to potential participants

after the 1st selection

phase

Visa procedures, flight

tickets, clarification of

admin. details

Information exchange

between the employee,

the departments involved

in home and host

company, the exchange

partner (if any), local HR

Regular salary payments (incl. target agreements,

tariff payments)

Payment of social security contributions, taxes

Additional agreement (as appendix to the

employment contract) for the overseas period

Employee

(Programme

Participant)

Consultation with

superior

Application with

detailed motivation

letter (Int. HR)

Briefing with Int. HR

Preparation overseas

period:

- Intercultural training

- Language course

(if necessary)

Start overseas period: January 1st

Return at the end of June

Host company labor and holiday regulations

Final report and participation in evaluation workshop

after return

Host

company

Provide information

concerning capacities

and demand in the

subsidiaries and

branches

If an exchange partner is

available: preparation

House hunting

Organizational

preparation

Visa support

Secure mobility to and from the office

Accommodation (optionally: host families)

Place to work / employee orientation plan

Organizational support

2nd /3rd quarter

Preparation Phase Application Phase

1st Quarter

Overseas Period (ca. 180 days)

Selection Process

Preparation Phase Application Phase Overseas Period (approx. 180 days)

2nd quarter 1st quarter 4th quarter 2nd / 3rd quarter

Section Five

ACROSS BORDERS A SUCCESS STORY ?


Value of the programme according to programme evaluation (participants):

Across Borders A Success Story? (1)

Transmission of Experiences: Culture 3,6

Transmission of Experiences: local circumstances 3,6

Support within the subsidiaries 3,4

International networking

3,6

Interaction with international

colleagues 3,9

Implementation of the project

3,8

Closer contact with the

subsidiaries after the

program 3,6

Changes in responsibilities

2,3

Motivation for further cooperations

between Krones AG and subsidiaries

3,1

Implementation / Transmission of motivation 3,1

Target Performance

Actual

Performance


Direct Feedback / Participants

I truly believe that the Across Borders programme will have a very positive effect on

my future work. By participating in the programme, I learned to better understand our international

colleagues, what the specific challenges are in the local KRONES company,

which processes there are and why, and where we can support each other.

In the future, I will use my experiences to provide faster and more effective support

Knowledge transfer and exchange is vital to KRONES. We got the chance to compare and optimise processes in the KRONES

companies involved.

The programme is a great opportunity to develop personally and professionally.

Getting an insight into other KRONES companies‘ processes and challenges was a totally new thing for me.

Seeing things „with the eyes of the subsidiary“ will make future cooperation a lot easier.

Day-to-day work with co-workers at home as well as in the subsidiary has improved significantly, and the personal relationships that developed during my time abroad, really increased my motivation. While working with the subsidiary was sometimes

regarded as „additional burden“ before, it now comes „natural“ and it‘s very rewarding to see the

improvements we are making on both sides.

Getting to know the KRONES staff in another country and broadening one‘s personal and professional horizon have been very useful for me. I gained the opportunity to develop my career and I now have a much clearer

picture of what I can achieve working at KRONES.

The participant has the possibility to „bridge the gap“ among KRONES companies worldwide,

build a big and strong international network and to improve one‘s language skills. For the future,

these learning opportunities will lead to optimisation in the company‘s processes and in day-to-day work. The participant‘s experience and network may also help co-workers, finding

the right contact worldwide and getting problems solved more effectively.

Employee-wise, there is no better way to develop at KRONES, personally as well as professionally. This is

true for many aspects, e.g. learning foreign languages, getting immersed in a different culture and way of living, get in contact with other religious beliefs and habits, or simply get to know the kind of work and the challenges that a subsidiary has to cope with. By

participating in this programme, one is able to build up an international network. If an employee is able to

develop in all these aspects, this is also a big advantage for KRONES, as it will positively affect the

employee‘s everyday work.


Value of the programme according to programme evaluation (managers):

Across Borders A Success Story? (2)

Employees: personal

development 3,8

How overseas particiants were

integrated in Germany 3,8

Transparency / participant selection 2,9

Support provided by HR Department: to

the organisation / managers 3,6

Support provided by HR Department:

to participants 3,8

Implementation of programme

concept 3,5

Added value 3,9

Employees: work-related

development 3,4

Positive influence on day-to-day business within the departments involved

3,6

Information about Across Borders available to managers 3,3

Target Performance

Actual

Performance


Direct Feedback / Managers Across Borders promotes the strategy of

internationalisation in our company.

Important tool to extend the view - to see beyond the end of one’s nose.

To my mind it‘s best if the employee continues to have the

same work area in the host company as at home during

the Across Borders phase. This will allow us to continue

important projects and get the highest benefit out of the

programme, both for the employee as well as company-

wise.

Across Borders is a great tool for employee

development, personally as well as professionally. I

received a lot of valuable feedback from the Across

Border participant in my department, which helped me

understand things better. This allowed my to re-think and

adjust the decisions I have to make every day.

By helping to optimise processes and improve cooperation among the subsidiaries, AB contributes a lot to the

overall understanding of local conditions and circumstances. Therefore extending this programme is undoubtedly

necessary and will be an important step in order to support internationalisation and to promote our decentralised strategy

within KRONES Group.

Highly recommended! Internationalisation has been

playing an significant role in my business unit for several

years now. In this way it imparts certain knowlegde on

both sides. Moreover it promotes broad international

cooperations.

KRONES is a global player. The Across Borders programme is more than meaningful to support this strategy.

Having participated in the programme, employees tend to

focus more on how they are carrying out their work,

because they consider the consequences of their

actions way more than before the programme.

Across Boarders should be made obligatory in certain departments / for certain careers.

Section Six

ACROSS BORDERS SUMMARY


• The KRONES Across Borders exchange programme is now starting its 4th

year, experiencing ongoing success.

• There has been a constant rise in the number and quality of applications.

Approx. 50 candidates per year are admitted to take part in the selection

procedures, of whom ~15 are finally selected for the programme.

• Programme participants have been integrated into KRONES’ assignment

candidates pool, as potential candidates for future assignments.

• While the programme output and benefit is remarkable, the programme

costs could be kept very low.

• Driven by the need for global-minded employees, KRONES was able to

create a “lean” international mobility programme that is now widely

accepted among employees, no matter which educational, cultural etc.

background they have.

Across Borders Summary


QUESTIONS

across borders - an international exchange programme · 2014-04-08 · across borders - an...

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