Since 2006, worked there the clock Rolf Mundnich and in 2007 received the possibility to mount his occupational retraining there. When the owner Arne Schulte-old Dornburg withdrew due to private reasons out of business, including Rolf Mundnich the plan, at the former headquarters of outline music & light his own company to establish the outline event services. But for a reboot, it takes money as you know. Many budding microentrepreneurs know this financial hurdle. Therefore, StarterCenter convey under certain conditions NRW/EU.Micro loans.
A basic requirement: The entrepreneur must present a convincing business concept. And Rolf Mundnich. Its services range from the rental of a single wireless microphone and spotlight to build of a complete system of stage with sound and lighting technology. Thus he can equip completely flexible major events as well as small events. Also Ralf like this range “Niederlaak, Adviser of the StarterCenters at the the District of Unna WFG: the business idea is well thought-out and promises success in the long term”, emphasizes Niederlaak.
Also, Mr Mundnich has already deep industry knowledge and the qualification as a specialist for event technology. He knows what he’s talking about also in their dealings with customers.” This still a completely different quality will benefit him: the Mainz-born Rolf Mundnich is a real Rhenish nature and that makes him very likable right off the bat. The NRW/EU.Micro loans… is intended for microentrepreneurs as sole traders or traders in North Rhine-Westphalia, whose taking in less than three years. Be provided between 5,000 and 25,000 loan to especially favourable conditions available. Financing running a redemption year at an interest rate of 4.75 percent (5.3.2010 booth) maximum over five years. Financed from resources of the European regional development fund (ERDF) and financed by the land of North Rhine-Westphalia. To get the loan, some conditions must be fulfilled: the Foundation projects have to expect a sustainable success. The entrepreneur must have the necessary technical and commercial skills. He must consult before the application in the STARTER CENTER NRW and there receive a positive vote. He must take a companion advice/coaching in claim for his Foundation projects. Economic development agency for the District of Unna mbH, Friedrich-Ebert-Strasse 19, 59425 Unna, Tel: 02303 / 272490, fax: 02303 / 271490, E-Mail:, author: Jens OLE Wilberg, PR: event: Wilberg
In most industries is more and more competition and hence the need for new competitive advantages but how to achieve to the improvement of competitiveness in a world which is characterized by globalization, technology and declining customer loyalty? Business school according to professors and practitioner experts, is the answer: focus on human resources. By increasing competition, resource management in greater human is a complex matter. Nowadays, companies demand that HRM functions deliver direct and concrete added value through investment. An important component of strategic HRM is the company sets HR targets that are in close relation to the overall corporate strategy. Unless, it is important that the targets closely lie on the performance goals of the company, because they’re clear definitions concerning the goals these, which determine in how far HRM strategic operated, or not. Many companies have HR objectives, which is not but one significantly so that these objectives a have a strategic starting point. Performance goals act as a benchmark for the company in relation to the Act on the relevant market.
Most companies have set performance targets to measure this performance and the outcome of the various actions. The mentioned reasons, performance targets can have also a positive effect on the motivation of the staff what is treated in the so-called objective theory. If performance goals are to serve as motivation syringe for employees, it is, Henrik Holt according to Larsen, important, that they comply with a set of criteria. Of all hard-to-reach targets that are still realistic, are only objectives to be attained far more motivierender as both very light and extremely hard. Furthermore should be specifically with targets, diffuse and abstract objectives make it hard to behave as an employee to this. In addition, feedback on, is in how far the objectives have been met, an essential part of the performance objectives and abilities as a motivator. Still remains mention that the individual employee and his drive and commitment are equally important in the achievement and the realization of the objectives. The strategic managing of HR is an essential part of the online mini MBA of from Probana business school.
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