Federal Republic of Germany

Capital Berlin
Official languages German
Ethnic groups 81% Germans,
7% other Europeans,
4% Turks,
2% Asian,
6% others
Demonym German
Currency Euro () (EUR)
Drives on the Right
Calling code 49
The Work Place In Germany
Brandenburg Airport, Berlin
In Germany the work day is fairly short with the
hours being close to 7:00, or 8:00 in the morning
to 3:00 in the afternoon, 4:00 is often considered
pushing the feasible limit.
The common myth about German working is:
its tough to get fired from ones Job, but thats
not the truth. An employee can receive a
Kndigung as long as there is a good reason for it
like stealing or threatening a co-worker. Though
it has to go through the companies council who
must approve the firing of the worker.
Neuschwanstein Castle, Bavaria
Staffing, Training, Expatriation
& Labor Relations
Company-employee Relationship
Direction &
Developme
nt
Direction by a hierarchical structure.
Decisions and strategies formulated by a consensus.
German people look for order through the hierarchical
structure rather than a large power distance.
Role of
Women
Women are typically treated equal to men in workplace.
In fact, in East Germany 94% of mothers are in the
workforce.
Staffing
In Germany, nepotism is frowned upon and discouraged.
Career advancement is still very much based on seniority
rather than performance.
Training &
Development
German workers look for "well defined job
descriptions and specialization" in the work
place.

Selection Process
Expatriate selection is a complex process and
requires many things to be determined before an
individual is sent into the workforce. For
instance how does that culture react to women in
the workplace, how are foreigners treated, and
what type of relationship exists between
management and the labor force (whether
unionized or not).
In Germany, women are accepted in the
workforce, foreigners are accepted as long as
they follow the cultural norms of Germany, and
the labor force is highly unionized and works well
with management.
Recruitment Process
1. Pre Screening
Candidates
2. Detailed Interview
The candidate acquisition
consultant sources the
candidate.
A first screening
conversation enables to
obtain the main relevant
information related to the
candidates career path
and to know if they could
be interested in potential
opportunities.
A consultant contacts the
candidate for a full
interview.
After receiving CV from a
candidate acquisition
consultant, a face to face
or video conference
interview is carried out to
discuss the candidates
skills and expectations.
Later, the CV and the
relevant information
gathered are sent to the
account manager for
approval.
3. Client Manager Review
4. Candidate
Management
The account manager
approves submission.
The account manager is
responsible for reviewing the
candidates resume and the
information that have been
collected by the candidate
acquisition consultant and the
consultant. Based on this, s/he
then decides whether or not to
proceed with the candidates
application to the client.
Another interview can be
carried out if s/he feels the
need to have further
information
The candidates CV and the
review carried out by the
recruiter are then sent to the
client.
If he shows interest in
interviewing the candidate, the
account manager organizes a
date for an interview and
provides the candidate with a
comprehensive preparation
brief.
The consultant follows the
candidate throughout the
recruitment process, providing
sound advice and strong
guidance.
Training & Development
Training starts as soon as new recruits join the
company. A comprehensive induction course
introduces the company's values, objectives,
policies, culture and business processes, and
clearly establishes the standards expected of all
employees, irrespective of their role.
Subsequent training is focused on developing
skills specific to each role type and intended
career path.
HR and training departments work together to plan training
programmes that respond to the objectives of both the
company and the individual - these currently include:
Career Development Framework defined job families with
career paths
Sales Development Programme comprehensive in-house
course designed by Volt for managers and consultants
Six Sigma Training formal certification in business
improvement methodology
Recruiter Training enhances recruiter's ability to successfully
manage candidates through the recruitment process
Tailored Training online interactive tutorials and professional
courses suited to specific jobs
Performance Management
In many European countries formal performance
appraisal (PA) systems remain in their infancy,
although there is a widespread use of performance-
related bonus arrangements.
In Germany only 7% of workers in small firms with
less than 5 employees are subject to PA, in contrast
with over 50% in firms with more than 2,000
employees.
In Germany men are more frequently appraised than
women.
In Germany PA is most commonly practised in
financial service companies and least common in
construction and agriculture.
Thank You