The parent company treats it like a stepdaughter.
Gut am Arbeitgeber finde ich
If the owner of the previous building did not quit the rent contract in 201X, the company still uses a rented object for its operations. Under time pressure and in the time of negative interest rates, they build urgently a building to put the machines in it. Since then, the Management sells this action as a vision and investment for the future. Aside from missing toilets in the new side building and a lot of employees in Steinau who were fired through a social program / transfer company.
Schlecht am Arbeitgeber finde ich
Lacking of a sustainable and long term vision. Only short term targets (mainly cost cutting) until a new CEO lands in FRA-Airport.
Verbesserungsvorschläge
Since company's top figures are Japanese, writing in English may be the right one. Before assigning an officer to a key position in Japan, they are sent to a world travel gathering experience on different subsidiary sites. The CEO chair in Steinau is the last station. Therefore the whole focus of CXOs is to not making any mistake by taking any risk and stay as conservative as it can be. This attitude puts the long term vision of the Steinau location into the fog! Cutting costs at every level and every corner. Not investing in any research project or any long term sustainable technology. Hiring stop and distributing the tasks of former employee to their colleagues aiming minimizing the personal cost. Since the Steinau location is a subsidiary and not a foreign branch of the parent company Sumitomo Riko, it is kept as much as possible separated from the parent company and its know how + financial strength. Even after changing the name from Anvis to SumiRiko, the parent company did not accept similar naming as its. So we got something which only sounds similar. All these and a recent Management Buyout signalize that there may not be a long term interest for Steinau.
Update:
Positive: The quarterly general report is resumed. The contents of the report showed that it was a kind of response to this last thread. Thanks to Kununu which made this possible. Also the concepts of company bicycle and lunch offer made positive impressions and will help to improve the working condition which was already rate with 4-5 stars in this thread. Thanks to the organizers.
Negative: The positions which are financed by the overhead cost of engineering/innovation/development activities should better know that promoting others branded products as a front office is not a sustainable strategy. Otherwise, big pioneer companies like Kodak would not file bankruptcy by mismanagement of their core competencies with promoting Nikon and Canon products.
Neutral: A Spin-off should not be always the ultimate instrument against the Peter Principle of Promotion.
Arbeitsatmosphäre
Every year becomes less favorable.
Kommunikation
There was a quarterly general report. Recently, it was postponed for an indefinite time.
Kollegenzusammenhalt
In the development department is good.
Work-Life-Balance
Up to 60% home-office.
Vorgesetztenverhalten
In the engineering section up to C-Level is good. But there exist other departments with a high rate of employee turnover!
Interessante Aufgaben
Only project acquisitions under time and budget pressure. Very low rate of success because of lacking of full value chains. No sustainable investment in the production lines by the parent company but expecting to develop economically competitive proposals for OEMs.
Arbeitsbedingungen
Ergonomic working place, though in an open office. Up to 60% home office.
Umwelt-/Sozialbewusstsein
Company cars with big diesel engines for A- and B-Level
Gehalt/Sozialleistungen
At lower levels is based on the IGBCE Collective Agreement. With personal responsibility, it goes beyond the labor union and subjected to negotiation.
Image
Some OEM employee have heard about us. Public cannot even pronounce the given name of the company correctly.
Karriere/Weiterbildung
Employee training programs are for the companies which have future vision and made a firm bond to their employees. Both are missing here. The parent company has them but only in Japan.