Professional Mobility Qualification for Pierre NINO

Extract

[...] Mobility implies a change of life. This assumes a loss of his family and/or friendly living environment, difficulties related to the change of housing. Question Propose solutions to adjust resources to the company's needs over 2 years for proximity managers. The evolution of employees' skills is possible through continuing professional training. Training can be carried out internally through e-learning, the transmission of knowledge (theoretical knowledge, know-how, know-how to be) by managers in post, through the intervention of a training organization. [...]

[...] Professional Mobility PROFESSIONAL MOBILITY Qualify the mobility proposed to Pierre NINO. It is an internal mobility, Pierre NINO is offered to change his position/job while remaining in the same company (BTP & but on a new site. - By a promotion/vertical/mobility categorical: there is an upward movement along the hierarchical line, associated with a change of status (from worker to technician), remuneration (higher salary) and responsibilities (coordinating a sales team). Justify if Pierre NINO has the qualifications, skills and potential to occupy the proposed position. [...]

[...] We can assume that he works in a team, which is an indispensable way of being for this position. Question Identify the potential resistance to change of Pierre NINO. The reasons for an individual's resistance to change can be of a professional nature. He may hesitate to change his work environment. In fact, since he was 16 years old, he has been working in the same company, he has his daily routine, his references and his relationships with his colleagues. He knows his job very well. [...]

[...] Question How to identify good and bad sources of motivation among expatriation candidates? During the interview with the employee, it is necessary to question them about their motivations and expectations regarding the obstacles inherent to the international mobility project. It is thus necessary to determine if their choice is based on a real career plan. Some employees see it as a way to obtain a promotion (higher remuneration, higher hierarchical level) without taking into consideration the change in living environment (culture, relocation, change in living environment, etc.). [...]

[...] The employee is then sent abroad for a determined period. Although the first condition, that the parent company be in France, it is also necessary to respect the second condition, that the employee has been employed in France. The employee will have 2 years (renewable once for one year) to decide whether to stay in Germany or not. This gives him time to determine whether he is integrating into the new position and adapting to the new living environment and the country's culture. [...]