The time pressure in small hairdressing business is a quality improvement over the hairdressing training counterproductive. The head of a small hairdressing company has no time for extensive training. The damage the industry is consequently accepted that many trainees are incomplete or poorly designed and fail in the long term as the industry talent.
Clearly defined eligibility criteria, a concentrated professional and personal skills before entering the pre-training companies, higher education aid and a faster deployment of their customers include the specification. Trainees will be expensive, so expensive that have no choice left but to make them as quickly as possible money makers. This is good for the company and the motivation of the trainees (they are eventually left because of the hair cutting in the profession) and it makes the Hairdressing profession for young people with higher education more interesting. If small businesses want to train, but not all points of the training framework can fully cover, is a privately-organized training network is a viable option.
On Wednesday 8 July 2009 (the date I have extra notes), I spoke to a customer because of our five new trainees. "They represent but a lot of future competition," What can we say? In some cases, it can really happen that people are competitors. But what do I expect? Eternal gratitude? Please! That's the way things go, I'm not allowed to meet in person. It can be really annoying be to get direct competition from former employees. But if you call a conceptually well-positioned company their own, prepared for them, this competition no lasting problems.
The market changes fast these days. If a company has no identifiable design, it will disappear from the market. Who is conditioned and strong holds by making the other run slower or give up. Well-educated young creative people have a lot more air than the average. Stay alert, fresh idea, do you consider self-critical and thus bring constant power. They ensure their success.
The new bosses
the change in training bring those who have had extensive training. Many young leaders remember the good feeling that they had brought their trainers, the first successes. You know how important it is to have had a boss who gave them a little credit for. They bring against their own students the confidence they have experienced. This chance we have every year with our new trainees, and this opportunity we should seize.
selection of trainees
Imagine entirely objective, the question whether they really want to train. Are they aware that they face the young people have a great responsibility. Sure, there are unruly K-chunk among young people, but it has it so no one forced them to adjust. The problem lies in the acquisition, the selection and preliminary training of apprentices. We need young people with social competence: friendliness, courtesy, interest in other people - we need confident and career-oriented young people in our profession. The main school, the traditional pool of our young dry more and more. Secondary school and high school play the main roles. For this target group, new incentives ago. Has to offer our profession today is not enough. Young people tend to see the physical hardships and the low earning potential, as the promised self-realization in a creative Profession. This self-realization, instructors must also admit, otherwise they will remain a meaningless phrase.
The network thought
We need dialogue: with young people, parents, chambers, associations, guilds and schools. I accompany, for example, pupils of grades 8 and 9 as a mentor on their way to training or secondary school, and give assistance in behavior and etiquette, and advise them in preparing their applications. With Gutmenschentum I have not got anything. It is practical self-help that allows for no flowery sayings or cloudy future promise, but clear objectives as a basis of cooperation calls. Hairdressers
entrepreneurs should take advantage of the resource school. The young people some have amazing abilities that have a corresponding sub picture - see the selection of trainees - is perfectly usable. To this end, entrepreneurs are able to connect networks together to give their projects, sustainable and future-oriented education in the hairdressing profession corresponding emphasis. Comprehensive training is possible when many entrepreneurs believe in the sustainability of the network concept. The dual system must be strengthened by this initiative, otherwise changes nothing essential in the hairdressing training. The evolution of educational content has only then a value if the qualifications are also taught.
Trial training
For 13 years we have provided at trial from Gress hairdressers. Trial means the young people a six-month training at a private hairdressing school before getting through to the company. After the basic seminar, the trainees are now able to provide quality services to demanding customers. At the end of the first training year, they qualify by internal performance tests for junior stylists, then every six months they have the opportunity to recommend themselves by appropriate services as a stylist. They are supported by our external coaching program that Motivation for continuous development keeps. Goal is always to build a own client base.
The BANG-network - an example
The BANG-training network in the East Westphalian metal industry is a very successful example of how the trial idea can be successfully used as a supplement to the dual system. In BANG 103 training companies in seven clubs together, who have a joint training center. There, the young people for immediate use in the company to be groomed. And not only that: The network also provides for the continuous training and specialization of young people. Basically is institutionalized, we have established our company in recent years from the gut.
FAN - hairdressing training network
My idea for the implementation of the network concept for the hairdressing profession is FAN. The company, its employees well-trained and constantly make succeed. So a training network makes use of local employed hairdresser companies already sense because the students in the coming years to the rare "commodity" to be. The fact that the power is increased significantly, is an automatic byproduct.
Contact: peter.gress @ gress.de
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