Groz-Beckert KG

Newsletter 1 | 2010

International personnel work – the world is textile

As an internationally active company, Groz-Beckert has placed great importance for more than 50 years on sending its personnel out internationally. Over sixty 'emissaries' are currently distributed around the globe. These so-called "expatriates" are of all ages, and work on all professional levels.
They are looked after by their relevant area of specialisation as well as by special foreign personnel departments.

Expatriates at Groz-Beckert

The objective of sending the 'expatriates' abroad is to secure global know-how, customer proximity and adherence to defined quality criteria. The training of local employees and the introduction of new technologies are just two examples of the main tasks of an 'expatriate'. The precision work that is fundamental to Groz-Beckert, and the quality standards that have to be met make it essential that this know-how be passed on internationally by employees from the company headquarters.

A further reason for sending 'expatriates' abroad is the development of junior staff and the advancement of employees. Being sent abroad, in other words, is also an instrument of personnel development, and it prepares the employee for further possible career steps within the company.

Preparation for being sent abroad: the 'Overseas Pool'

Whether the destination is China, India, Vietnam, Portugal or the Czech Republic, employees are given thorough preparation in the Groz-Beckert 'Overseas Pool', created especially for the purpose. Technical and expert knowledge as well as intercultural competence and openness are essential for a successful period spent abroad. Only in combination with cultural training is an employee optimally prepared for a period spent abroad. The first preparatory measures for employees, and family members accompanying them, begin as early as one to two years prior to their departure. Learning the language, intercultural training and also a visit to the relevant country are important steps in familiarising oneself with the new culture. Being sent abroad for several years at a time is thus a new and fascinating challenge – not only for employees but also for their families.

The sending process

Each employee goes through a special sending process, consisting of a preparation phase, a sending phase and a reintegration phase.

Here, Groz-Beckert places great importance on a thorough education and a comprehensive period of preparation for the future 'expatriates'. The preparatory blocks of specialised education, intercultural training and general training measures are of importance for all staff. Employees and their families are only sent abroad after a period of comprehensive preparation.

The employees are also looked after comprehensively while they are abroad. A regular exchange of information with the personnel department, visits to the company's headquarters and to hosts in the guest country are all aimed at keeping the expatriates in close touch with headquarters while facilitating their time abroad.

After an overseas stay of three to five years, the reintegration phase marks the final part of the sending process. Here, expatriates receive just as much support from Groz-Beckert as they did when they first left. This extends from flat-hunting and school registration for children to support for partners and professional integration. This phase only comes to an end twelve months after the sending process is completed.