Chemnitz_zieht_an_Magazin_2024_englisch

What if the internationalization of
teams was no longer just a necessity
in the fight against the shortage of
skilled workers, but a multiplier from
which everyone involved could benefit
equally? And how much more motivated
and perhaps also more satisfied could
foreign employees be if their diverse
cultural backgrounds were no longer
just a challenge, but a valuable asset?
As an international machine tool
manufacturer with numerous service
locations on all continents, NILES-SIM-
MONS-HEGENSCHEIDT GmbH (NSH
Group for short) knows only too well
how enormous the potential of cultural
education is for opening up new markets.
Marketing manager Pierre Seidel
explains: “India, for example, is one of
the emerging markets that we can only
tap into if we supply more than just
machines there. We need to know the
culture. So if we succeed in establishing
a mechanical engineer with us, then
we also benefit from his cultural background
– and not just vice versa. For us,
it’s about exchange, helping each other
to become better established in the
other country.”
Integration within the company is correspondingly
extensive and unaffected:
joint activities, hikes, private leisure
groups, company runs, etc. At the NSH
Group, it is common practice for colleagues
to travel together. Nazhmiddin
Bakhridinov, originally
from Tajikistan, discovered
climbing this
way and regularly goes
climbing with the team
in Bohemian Switzerland.
But now that it’s
getting cold, he’s looking
forward to a group skiing
holiday: he estimates
that 30 to 40 people
will be joining them this
year, if colleagues bring
their partners and friends with them, as
they did recently.
„We have a lot of people who aren’t just
called ‘integration manager’ on paper,
but really embody it – perhaps because
they have traveled a lot themselves,
perhaps because they are often abroad
for the NSH Group. And then, of course,
there are also those who have studied in
Germany, speak very good English and
then offer integration from the professional
side,” says Seidel, explaining
how the company has so far managed
without traditional integration management
despite having 30 internationals.
His magic word for success: individuality.
„Our machines are highly individual.
When customers show us a workpiece
and ask for a technical solution, the
result is machines that are often only
available once in the world in such a
customer-specific design. And that’s
exactly how we see our internationals:
each person comes with their own biography
and their own problems, so we
can’t follow a rigid plan; we always need
personalized support.”
Nevertheless, Pierre Seidel is aware that
even an NSH Group with its progressive
integration policy has much more potential.
“Imagine if we could offer young
people a complete package. An apprenticeship
with guaranteed employment
including low-cost or perhaps even free
accommodation in the form of a young
shared flat with 360-degree support... I
imagine that the apprentices could cook
together, go out together, not be alone
and come to work as a team in the morning.”
He hopes to be able to implement
this vision in just one to three years – a
speed that, in his opinion, is mainly due
to the fact that the company is still family-run.
“In a large corporate structure,
we wouldn’t be able to implement things
so quickly.” If the plan succeeds, the NSH
Group could perhaps even be the first
company in Chemnitz to offer its trainees
such a comprehensive program.
WEITERE INFOS:
NSH TECHNOLOGY GmbH
chemnitz.jobs/nsh
Our nationalities:
Germany, Central and Southern Europe, Asia, America,
Russia, Africa and India
Applications in German or English to:
hr.nsi@shgroup.com
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