Real Perspectives

A fundamental factor in the motivation policy at KÖTTER Services is the possibility for advancement. Most employees view advancement as recognition of their performance and accomplishments. Career planning determines which position an employee is suited for and which types of training are required for him or her to do the job.

The first training program in many occupations, e.g. training to become a specialist for protection and security or a clerk, make getting a job in a company possible. It provides a basis and prerequisite for the further professional development of an employee.

Trainee programs offer university graduates the chance to join a company in an executive position and to assume management responsibility.

At the level of administrative processing, many internal and external training courses help supplement the qualifications of employees.

Management development is, on the other hand, targeted at the particular career path of the executive. A system of commercial positions makes advancement possible, e.g. promotion from clerk to team leader to department or divisional manager. In operations, positions such as control inspector, facility or deployment manager, plant manager through branch office manager represent the advancement possibilities. But career paths without personnel responsibility are also possible, whether as a customer service representative, distribution manager (specialist career path), project representative or project leader (project career path).