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• 2007

S&T invests in staff excellence

2 M euros or 3% of total salaries for further training

S&T is the leading supplier of IT services and solutions in Eastern Europe. Since the expertise and professionalism of its staff are decisive factors in the company's success, S&T has already been investing heavily in corporate training for several years now. The training on offer includes official certification for products from software and hardware manufacturers (e.g. SAP), ongoing further training in technology, language courses, and career advancement opportunities for specialists and managers. The various different training modules are organised both locally in the branches and on an international basis, with external partners and also purely internally. "Our company is dynamic and is growing fast. We need highly trained, motivated staff who are flexible enough to respond to constant change and take responsibility for developing the company. So it's not only about technical knowledge, which has a fairly brief half-life in IT anyway, but about opportunities for development within the group," explains Christian Rosner, CEO of S&T AG.

18 countries – 1 language
English is S&T's language, and is used to communicate with many clients, especially international clients. Numerous language courses both in the branches and at the S&T English Academy aim to give S&T staff a good grasp of English. Key staff from different S&T countries can develop their language skills further in an intensive language course as well as forming a network of international contacts within the Group.

Winning Complex Sales©
Many S&T contracts involve working together across national borders. The quality of this cooperation plays an important role, especially in the sales process. In the Winning Complex Sales workshops, teams analyse and optimise sales processes and introduce consistent methods and tools. All S&T Austria staff involved in the sales process - pre-sales, key account managers, project team members - have already participated in these courses and worked together to develop their sales processes even further.

S&T CrossOver
S&T CrossOver courses are where S&T staff who have special expertise in certain topics pass their knowledge on to staff from a wide range of other areas. With courses continuously taking place, S&T Austria covers a wide range of topics and areas from technologies to management. Course leaders are first coached by human resources trainers to prepare them for the task of passing on knowledge, which is not usually one of their main duties. Georg Komornyik, Managing Director for S&T Austria: "These training courses are not only about transfer of expertise; they also improve cooperation by breaking down barriers between different areas and bringing staff closer together."

Knowledge exchange through competence centres
The exchange of specialist knowledge and targeted training on selected topics are among the main tasks of the S&T competence centres. They ensure that detailed knowledge about each of the particular topics is shared throughout the group so that clients' projects benefit from top-quality knowledge every time. To achieve this, staff from the competence centres get actively involved in local and international projects and run training courses at the S&T branches.

Targeted Selection®
To ensure that the right decisions are made when selecting staff, and that these decisions are being made according to the same criteria throughout the Group, S&T managers undertake a "Targeted Selection" course. Targeted Selection is a staff selection and development system that uses an analysis of requirements to determine the fundamental criteria before investigating the applicant's relevant information and then systematically evaluating this information. The system works: the potential employee's subsequent performance on the job can be predicted and motivational difficulties and high fluctuation rates are eliminated.

Talent Management
The "S&T Talent Management" programme is being rolled out across the Group to deal with development paths for the most important key staff and succession issues, etc. It is based on a strategic approach that defines the functions and "critical workforce segments" that will be important in future and manages the talent identification and promotion process in a unified way in all countries, thereby stimulating the talent supply required for rapid business development. The evaluation is based on a precisely described set of set of skills and management competencies for functions that are critical to success. Alongside talent assessment, the leadership academy is also working on training paths for personal development in management functions.

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S&T invests 2 M euros or 3% of total salaries for further training
Copyright: S&T