3 questions for Dr. Michael Prochaska
The COMPANIES OF THE STIHL Group broke the 17,000-employee mark in 2018. Such huge growth in such a short period of time requires good instincts.
Luckily, we can say that we are not strangers to growth. With a few exceptions, the STIHL organization has been getting bigger and bigger for the last several decades. Managing this growth requires a multilayered approach to promote the STIHL brand internally and externally.
What strengths can STIHL play to in the battle for skilled workers?
STIHL is very well positioned in the global market, and has a highly dedicated and motivated workforce. We have been investing in facilities and working conditions for years now, and we offer generous benefits. What’s more, in Germany STIHL has been rated one of the ten most beloved family companies and one of the companies with the best reputation overall.
What role does in-house education and training play in this regard at STIHL?
A very big one, since well-trained employees are a key ingredient of STIHL quality. In Waiblingen, we have had our own education and training program for more than 75 years. As a result, the training of skilled workers has been excellent for decades. For 2019, we have increased the number of apprenticeships in Waiblingen to 104. That means we have raised the total number by 73 percent in just two years. Nearly all apprentices and students are offered permanent employment upon completion of their training. In recent years, member companies across the Group have also been successful in rolling out the German dual training and education system to help ensure the workforce is well trained.
Dr. Michael Prochaskahas been the Executive Board Member for Human Resources and Legal Affairs at STIHL since January 1, 2012.