Talent Management – part of Mitsubishi Electric’s strategy
With us, there is a close link between employee development plans, career and follow-on planning and the strategic corporate goals.
The aim of Talent Management is to design and implement an integrated system of
- identification
- development
- placement
- loyalty & motivation
for individual potentials, high potentials, and personnel with key qualifications.
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| Participants in the 2009 talent programme |
Participants in the 2008 talent programme |
To achieve this, we use diagnostic procedures such as a Development Centre carried out by renowned HR consultancies such as Kienbaum Management Consulting.
The talent programme is the foundation for targeted personal development for taking over management tasks. Experienced external advisors with the corresponding methodological competencies offer you the opportunity to identify your particular strengths and your development potential.
The aim is to encourage personal development with the support of the company management and Human Resources, and contribute actively towards the development of the company.
“The candidates demonstrate particular strengths in the core competencies of motivation, flexibility and analytical thinking. In a company such as Mitsubishi Electric, which has over 500 employees from 26 nations working at its German subsidiary, intercultural competencies are also of particular importance and significance. The regular intercultural seminars that all employees are welcome to attend have now become a tradition, and are always well received,” says Vera Vogel, Manager Human Resources.
Participants at the “Development Centre for Potentials” are either nominated on the basis of the results of the annual career review, or else suggested by HR, the company management or the works council. It is also possible to nominate oneself.
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