Sabine Förstel-Busler is HR Partner at REWE Region East. She acts as a link between the project participants and the stores. Which participants fit together with which store managers? In this interview, she explains how she provides support and why she hopes the project will become even more popular.
one: Mrs Förstel-Busler, how many participants do you have in the region and in which age groups?
Sabine Förstel-Busler: I am now in charge of the TQ, i.e. the partial qualification programme, for the third time. Around 40 people attended each of the information sessions. In the preliminary programme, which takes place four weeks before the start of the TQ, there were usually around 20 and at the end we were able to recruit the largest class at the moment with twelve participants. There are people from all age categories - the youngest was in his early 20s, the oldest 56.
one: What exactly is the preliminary programme like?
Sabine Förstel-Busler: The job centres select potential participants for whom there is an information event at the training provider. For all those who decide to take part in the training programme, the training provider offers a preliminary measure. This involves four weeks of theory - just like in a vocational school - but also goes beyond that, for example with a market rally. And we support the participants throughout the entire application process. In other words, everything that applicants would otherwise have to do on their own is supported in this preliminary programme.
one: What role do you play as an HR partner in the application and selection process?
Sabine Förstel-Busler: I canvass the markets that are interested in taking part in the project. We can see in the region how many opportunities the project offers and have both the possibilities and the training centres for it. We have trainees in every store and many stores are very interested. I therefore don't weed out any interested parties - on the contrary, we could train even more people - but am the link between markets and participants. I know the store managers and the conditions in the stores, then get to know the participants during the preliminary training programme and see which person suits which store. It should be a successful experience for everyone involved. It has worked very well so far. The participants start with a proper employment contract as a fully-fledged member of the market.
one: Does this also mean that the stores take on the participants after the TQ?
Sabine Förstel-Busler: Exactly, all participants have been taken on so far. There was only one case where a store had to be closed for a longer period of time due to remodelling. We placed the participant in another store. But as a rule, participants only change stores if they change their place of residence and therefore want to work in another store. Of course, I also provide support in that case.
one: In what other areas do the participants receive support?
Sabine Förstel-Busler: We have participants with a migration background, among others - language can be a challenge here. There are therefore additional programmes, for example for subject-specific language and German courses for people with a migration background. There is also support for those interested in preparing and formulating applications. This offer comes from the training provider. Together, we try to help participants in all areas so that they can concentrate on working and learning.
I also give a small seminar every year in which we discuss contractual matters. This includes basic things like: What's on my earnings statement? How do I take leave properly? What does holiday mean? How do I call in sick? Such questions and procedures are not self-evident for everyone - for many it is the first time, or the first time after a very long time, that they have dealt with the world of work. So we start from scratch to bring structure to the day. This is a major hurdle for some participants.
one: What expectations does REWE have of the trainees?
Sabine Förstel-Busler: At the last opening event, a shop assistant summarised our expectations. He said: "All I need from you is reliability and punctuality. I'll teach you the rest." That's exactly what we expect, the rest can be learnt. We have a wonderful error culture at REWE, where things have to go wrong from time to time so that you can learn something from them.
And vice versa, we try to fulfil the expectations of the participants. At the end of the first module, i.e. after 14 weeks, my colleague Dirk Hoffmann and I go to both the training provider and the stores and ask if there is anything else that the participants need. So far, we've always received positive feedback and everyone feels well taken care of.
one: What was the best feedback you received from the project?
Sabine Förstel-Busler: Last year, we had a young participant who had great difficulties with the theoretical part in particular. He was late on the very first day, panicked before exams and found it very difficult to learn. But he was great in the market and was able to work really well in practice. It wasn't that he couldn't do anything - you just had to give him the right practical tasks. In the end, he completed the second module with a three. Afterwards, he went to the market and bought sweets for everyone and thanked them. That was a very touching gesture. Now he's even doing modules three, four and five. We are doing this project for such great successes. He had previously written many applications but never got a chance. Now he has a job and can lead a self-determined life. I'm very happy for him.
Back to working life
The shortage of skilled labour is reflected in falling numbers of applicants. At the same time, there are around 1.5 million people who are unemployed and low-skilled, i.e. who have not completed vocational training. This is precisely where the Recruiting Centre's pilot project comes in: Together with the Federal Employment Agency, local job centres and educational partners, long-term unemployed and low-skilled workers are being trained for sales jobs in REWE and PENNY stores as part of a partial qualification (TQ).
We wanted to know from project participants how the project has helped them get back into work. We asked retailers, district managers, store managers and HR partners how it is helping them locally to combat the shortage of skilled labour. Employees from the Federal Employment Agency and training providers explain how they support the project.
Steven Igbinosa is Head of Incoming Goods at the PENNY Norderstedt warehouse. His employee Basel Murtada fled from Syria to Germany in 2015 and successfully took part in the partial qualification programme (TQ) at the Norderstedt warehouse with the IHK qualification "Warehouse Specialist". He now works in the incoming goods department for fruit and vegetables and would like to develop into a team leader. Read more about their experiences here .
Both German and English comments appear here.
Is this offer only available in the East region? Who should I contact if I want to find someone in the Dortmund region?
Dear Mr Holzhauer, you will need to contact Rewe Dortmund directly. We do not actually have this offer in every region.