The sponsor and initiator of the Prix SVC awards is the SVC (Swiss Venture Club), an independent association for the promotion and support of SMEs in Switzerland. With the Prix SVC Wirtschaftsraum Zürich, it honors exemplary companies that impress with their innovative products and services, their corporate culture, the quality of their employees and management and their sustainable track record.

The selection of companies and the nominations for the Prix SVC are made by an independent jury of experts with strong regional roots. Its President, Christopher Blaufelder, Partner at McKinsey & Company Switzerland, is delighted with the quality of the 2024 finalists: "I am very much looking forward to the Prix SVC and believe the decision as to who will win the prize has never been as challenging as this year. We have consistently high-quality companies from a wide range of industries in the final selection - from building solutions to AI in finance and recycling. All with great employees and a clear focus on quality and innovation."

The award ceremony will take place on Tuesday, November 26, 2024, at the Kongresshaus Zurich. Around 1,500 guests from the worlds of business, science, politics and culture are expected to attend. The award ceremony will be hosted by Nik Hartmann.

The 2024 finalists: five Success stories from the Zurich economic area

Hauenstein AG (Rafz ZH)

The Hauenstein AG was founded in 1890 by Walter Hauenstein. Today, the company is one of the largest and most efficient in the "green sector" in Switzerland. The family business employs a total of around 180 people in the Rafz tree nursery and the four garden centers in Rafz, Zurich, Baar and Winterthur. Hauenstein AG has been focusing on sustainability for many years. In particular, the company produces its own "native, hardy plants", irrigates its crops with water from the Rhine (no drinking water used) and uses neither herbicides nor peat (since 2002) in container plant production. 

Hawa Sliding Solutions AG (Mettmenstetten ZH)

The approximately 240 employees of the Hawa Sliding Solutions AG - the global technology and market leader for sliding solutions - create new applications every day to make rooms, furniture and façades more functional, economical and flexible. In addition to its headquarters and two production facilities in Switzerland (in Mettmenstetten and Sirnach), the company supports its customers around the world with sales companies in the USA, Dubai and Singapore as well as over 200 sales and specialist partners in the selection and implementation of the right sliding hardware for their individual requirements.

Luzi AG (Dietlikon ZH)

The Luzi AG specializes in the development and production of fragrance creations. Founded in 1926, the company is now run as a family business by the third generation of the Altenburger family. As a globally active fragrance house, Luzi AG supplies discerning customers in the perfume, cosmetics and household goods industries. Around 280 employees at eight locations worldwide combine traditional craftsmanship with state-of-the-art technology to offer their partners tailor-made solutions. With "Earth-Conscious Creativity Luzi AG has launched a number of initiatives in order to become a pioneer in the industry in ecological and social matters. 

RepRisk AG (Zurich)

RepRisk AG is a global market leader in the identification and assessment of business and ESG risks. RepRisk uncovers risks that companies do not disclose, such as deforestation, human rights violations and corruption. This gives decision-makers a clearer view of their business relationships and investments. RepRisk's data is based on a transparent and consistent methodology that has been refined over two decades using artificial intelligence and highly skilled analysts. Eighty of the world's leading banks, 17 of the 25 largest investment managers, leading global corporations and the world's largest sovereign wealth funds rely on RepRisk's daily updated data. 

Schneider Umweltservice AG (Meilen ZH)

What began in 1905 as a small haulage business in the "Rosengarten" in Meilen has grown over four generations into a successful recycling and waste disposal company. The Schneider Umweltservice AG is constantly looking for innovative and even more environmentally friendly solutions to return as many raw materials as possible to the recycling loop and pursues a comprehensive sustainability strategy. With around 370 employees, Schneider Umweltservice AG currently operates eleven recycling centers and five collection points. Mobile collection points are also used. This makes Schneider Umweltservice AG the leading disposal service provider for all recyclable materials and waste in the economic region of Zurich, Zug and Lucerne. 

Source and further information: www.svc.swiss

In view of the rising cost of living and global geopolitical challenges, Swiss employees are looking for security with their employers. A survey by the global consulting firm WTW revealed that half (50%) of employees are currently choosing to stay with their employer. On the other hand, just as many are open to a change, with 16% actively seeking a change. This makes it all the more important for companies to take measures to improve their attractiveness as an employer.

Remuneration continues to be a key factor in making a company attractive to employees and encouraging them to stay with it. In addition to salary (34%), employees also cited job security (34%) and the working environment (33%) as the main reasons for staying with their current employer in this year's survey.  

Benefits are increasingly decisive when choosing an employer

Although pay remains the top priority, the survey showed that benefits are becoming more important. Two-fifths (42%) of Swiss employees have chosen their current employer because of their benefits offer and around half (46%) say they would stay with their employer for the same reason. Two-fifths (38%) would leave their employer without a salary adjustment associated with the change in order to receive better benefits elsewhere.

"In the competition for talent, it's no longer just about pay - benefits are important for employees. Appreciation increases when they can choose the benefits that best suit their individual needs," says Reto Ebnöther, Head of Health and Benefits at WTW Switzerland. "It is obvious that employers are expanding their benefits offerings and broadening the range of choices. This not only helps to improve the loyalty, commitment and productivity of their workforce, but can also have a positive impact on the corporate culture and the trust placed in employees."

Pension fund an important decision criterion

Pension benefits are one of the key benefits that companies use to attract and retain employees. For example, 39% of survey participants said that the benefits insured in the pension fund were an important reason for choosing their current employer. By comparison, this figure was only 23% in 2019. Almost half also state that the pension fund is a decisive factor in why they remain with their current employer.

Companies are also becoming increasingly aware of the importance of occupational benefits: "In recent years, the demand for data- and fact-based benchmark analyses from pension funds has more than tripled," says Stephan Wildner, Head of WTW Switzerland and Director of Retirement Services Switzerland. "Only those who know about the strengths of their occupational pension scheme can communicate these to employees in a targeted manner and use them in recruiting."

The current survey also makes it clear that occupational pensions are the most important instrument for employees to secure their retirement. 62% of those surveyed stated that they primarily save for their old age via their pension fund. For 55%, the pension fund is more important than ever. Even though almost three quarters of all respondents state that they would have liked to save more for retirement in the past year, 76% of older people (aged 50 and over) are confident that they will be able to lead a comfortable life in the first 15 years after retirement. Almost two thirds of all participants believe they are on the right track when it comes to saving for retirement, with men being slightly more confident at 66% than women at 57%.

Focus on financial security

At the same time, it is apparent that those people who say they are on the wrong track are toying with the idea of continuing to work beyond the normal retirement age. More than a third of this group do not expect to be able to retire before the age of 70. They hope to be able to defer their retirement pension and possibly increase it at the same time. The prerequisite for such continued employment, however, is that the employer offers a hand and continues to employ the employee beyond retirement age.  

It is interesting to see what needs the insured persons have in relation to their pension fund. When asked what their main concern was in the area of occupational pension provision, the respondents selected the following three answers most frequently: 1. protection of savings against losses in value, 2. security that the savings will be sufficient in retirement and 3. how the money is invested.

Financial security therefore comes first. However, there also seems to be a great deal of interest in how people's pension assets are invested. Especially in times when environmental protection plays a key role, the call for sustainable investments is becoming ever louder. Accordingly, many pension funds are already offering more environmentally friendly strategies that are managed and evaluated according to ESG criteria (environment, social, governance). Confidence in such investments is high. Only 17% of the participants believe that these investments perform worse than those that do not follow ESG guidelines. The next few years will show whether their expectations are correct.

Source: www.wtwco.com

Federal Councillor Guy Parmelin will explain how Switzerland can remain an attractive business location for companies. The latest negotiations between Switzerland and the EU on a new agreement, the results of which are expected at the end of 2024, will have a major impact on Switzerland as a business location and on the competitiveness of the Lake Constance region. Federal Councillor Parmelin's insights will therefore be of great interest.

Jahangir Doongaji, CEO of the Hilti Group, will speak about strategically securing the future of companies. He will explain what measures the Hilti Group is taking to secure its future and then discuss the topic with other business personalities.

Succession planning to secure the future

Setting the course for the future is crucial for the long-term success of a company. Together with Antje von Dewitz, Managing Director and owner of Vaude, a globally active outdoor goods manufacturer from Germany, other managers from the Lake Constance region will discuss their experiences and strategies for a successful change of leadership. Antje von Dewitz fundamentally transformed the company after taking over from her father through her commitment to ecological and social responsibility. Her many years of experience and her focus on sustainability make her an inspiring voice for the future of entrepreneurship.

Registration now possible

The complete program with all speakers will be announced after the summer vacations. Registration for the 30th Rheintal Business Forum is now open at www.wifo.ch possible. You can take advantage of the early bird price until September 30, 2024.

Source: www.wifo.ch

More efficient clinical trials

The recruitment of candidates is one of the most time-consuming parts of clinical trials, accounting for up to a third of the total duration. In around 80 percent of studies, it is also not possible to recruit enough patients. With the patient recruitment and enrollment functions, CROs (contract research organizations), study sites and sponsors can use generative AI to identify, qualify and assign qualified candidates to appropriate studies faster and with less manual effort using pre-screening. According to a recent Forrester study, 86% of decision-makers in the healthcare and life sciences industry are convinced that data and AI will be crucial to business success in the next five years.

Patient portals can also be set up to make studies more visible to suitable test subjects. Customizable electronic consents and assessment templates make the admission process more efficient. For example, Einstein Copilot, the AI assistant from Salesforce that can be controlled using natural language, can support clinics in patient segmentation - for example, according to distance of residence - based on existing data sources such as spreadsheets or electronic patient records, as well as in approaching suitable candidates.

The Life Sciences Cloud enables the provision of intelligent services for patients. These can be used according to the capabilities of the respective healthcare system.

More transparency and productivity for pharmaceutical and medical technology companies

The Life Sciences Cloud for Customer Engagement increases the efficiency and overview of collaboration and communication between pharmaceutical and medical technology companies and healthcare providers. It creates a complete overview of the relationships of marketing, sales and MSL (Medical Science Liasons) teams in pharmaceutical and medtech companies, helps to avoid redundant contacts and provides audit trails for compliance.

Offline, mobile, e-detailing and content functions give employees access to real-time data, analyses and the entire communication history directly in their work processes. For example, a pharmaceutical sales representative can show a presentation during an on-site appointment directly from her mobile device, even without Wi-Fi. She can share dynamic, relevant content such as brochures or videos and track their usage, for example how much time the doctor spends on certain sections of the presentation.

The Unified Data Platform for Life Sciences uses the Salesforce Data Cloud and MuleSoft for Life Sciences to create a complete, harmonized view of every patient and healthcare provider. It incorporates and links data from structured and unstructured sources such as emails, meeting notes, meeting minutes, scientific publications and product documentation into a common data model. This creates uniform patient profiles and allows interactions to be personalized. In this way, Salesforce supports the gradual development of ecosystems in the healthcare sector and the development of new business models.

"Against a backdrop of rising drug costs, frustrated doctors, insecure patients and regulatory controls, life sciences companies need to find ways to do more with less. AI opens the door for pharma and medtech companies to redesign their processes with a focus on the patient," says Frank Defesche, Senior Vice President and General Manager for Life Sciences at Salesforce.

Availability:

• The Life Sciences Cloud with functions for the recruitment and enrollment of participants in clinical trials, such as screening, electronic consent and simple random selection, is available immediately. AI-supported functionalities such as the matching of suitable candidates are expected to be available by the end of 2024.
• The Life Sciences Cloud for Customer Engagement is expected to be available in September 2025.
• The Unified Data Platform for Life Sciences, including the Data Cloud and MuleSoft for Life Sciences, is now available.

Source: www.salesforce.com

This article originally appeared on m-q.ch - https://www.m-q.ch/de/life-sciences-cloud-verbessert-mit-ki-das-kunden-und-patientenerlebnis/

The C-level managers of the companies surveyed were able to choose from six possible answers; multiple answers were permitted. As far as the two most frequently mentioned areas are concerned, the respondents were all in agreement: the call for more international cooperation and the demand for more concrete support from politics and legislation ranked first and second among the expectations of the companies surveyed in the DACH region.

The expectations and appeals to legislation and politics by companies in detail:

Work together more internationally

The respondents' most important appeal to legislators and politicians is for "more cooperation at international level to create standards for cyber protection". This demand came in first place in all three countries. In Germany, almost 52% of the bosses surveyed support this, in Austria 56% and in Switzerland half of them. Among Swiss retail companies, this wish was mentioned even more frequently (71.4%), while 74% of Austrian service providers even see this as a top priority.

Provides concrete support, promotes cyber protection

The desire for concrete support, such as improved or more funding for cyber protection, comes in second place in each of the neighboring countries - in Germany with 43.3%, in Austria with 38% and in Switzerland with 30%. Upward outliers can be found among retail companies in Germany (58.1%) and service companies in Austria (52.2%).

Tighter controls on the internet

When it comes to the demand for stricter control of the internet in favor of cyber protection, German respondents in particular come to the fore - 31.3% of them support this point (third place). Both Austrian and Swiss managers as a whole ranked stricter control lower, with 26% each and fourth place; only Austrian service companies also consider this to be the third most important aspect with 34.8%.

Provides concrete guidelines for cyber protection

German companies are also in first place for this demand. 30.8% of them report a desire for concrete guidelines, the fourth most frequent demand overall in the German ranking. This expectation is particularly high among larger German companies (more than 200 employees) - as many as 42% of them would like to see more specific requirements from legislation. This expectation is less pronounced in neighboring countries. Companies in Austria are 26% in favor of demanding specific action guidelines (5th place in Austria) and this wish is even less popular in Switzerland, where it ranks last with 22%.

Enforces existing laws more strictly

The expectation that existing laws such as the GDPR or NIS2 should be enforced more strictly is emphasized above all by Austrian companies, with 32% placing this demand in third place in the country ranking. This point is slightly less popular in neighboring countries. 27.4% of German managers would like to see more enforcement by the state and 24% of their Swiss colleagues ticked this point.

Let's take care of it ourselves

Swiss bosses in particular would like to see less regulation, intervention and enforcement of legal requirements. Thirty-six percent of them say that they do not support any of the demands listed above, but would rather regulate cyber protection in their companies themselves. As many as 42% of Swiss manufacturing companies are opposed to interference by legislation. In Germany, on the other hand, only 22.4% of respondents reject increased influence and support, although the German manufacturing industry is also more self-sufficient at 30.8%. Austrian decision-makers are the most willing to tolerate action guidelines and enforcement by legislation, with only 18% of them calling for cybersecurity in their companies to be managed entirely independently.

Source: www.sophos.com

This article originally appeared on m-q.ch - https://www.m-q.ch/de/was-unternehmens-chefs-von-gesetzgebung-und-politik-in-sachen-cyberschutz-fordern/

Dr Harald Schönfeld explains: "VUCA was based on the idea that the situation would more or less return to normal over time. BANI, on the other hand, is the right model for an environment that is characterized by permanently unstable and possibly even chaotic structures." He gives an example of the distinction between VUCA and BANI: "It may well be that global supply bottlenecks will one day be a thing of the past, but the development of AI will never be reversed and will bring with it brute force effects that we can at best only guess at today. Modern company management must be able to describe the company strategy in clear, simple terms, despite all the uncertainties. After all, only what can be described clearly can be communicated to employees, customers or shareholders: as a basis for necessary new action."

Formulate goal, describe path, carry out operational implementation

Management expert Dr. Harald Schönfeld talks about the three-step principle of BANI: firstly, identifying and formulating the goal, secondly, describing the path to get there, and thirdly, walking the path, i.e. implementing it. "Many managers and, above all, management consultants are able to develop concepts and paint powerpoints with new business areas worth billions, but most of them fail when it comes to operational implementation," says Dr. Harald Schönfeld. He explains: "Implementation is not just about technical expertise, but above all about convincing everyone involved and getting them emotionally involved along the way. Only with the ability to inspire people can the future be shaped in these times."

The BANI approach also involves preparing the company for essentially unpredictable, non-linear events, says Dr. Harald Schönfeld. He explains: "Modern management must be prepared to react to disruptive developments in a non-linear way. This requires resilient structures, a high degree of mindfulness, continuous adaptability and transparency." 

Better with interim managers than consultants

According to Dr. Harald Schönfeld, many company managements have reached their limits in view of the force of the upheavals. "Most of them have not yet arrived in the VUCA world in their minds and are therefore not at all in a position to develop in the direction of BANI," he knows from many conversations with board members, managing directors, supervisory boards and advisory boards. 

He concludes: "The majority of companies will not be able to manage without external help" and emphasizes: "but not with mere consultants who develop supposedly clever concepts, but with interim managers who come into the company for a few months if necessary and play an active role in shaping the change themselves. Because in times of rapid change, being able to tackle issues quickly and the certainty of doing the right things when implementing them in the company are the two decisive factors for competitiveness."

In addition to professionalism and humanity, a high level of multidisciplinary expertise is also required, emphasizes Dr. Harald Schönfeld. The management expert explains: "The further development of a company's own business model does not take place in a vacuum, but must now include aspects such as compliance, governance and ESG." The expert therefore recommends that companies "regularly bring interim managers on board for future-oriented projects in order to acquire this new knowledge quickly and in a practice-oriented manner".

Source: www.butterflymanager.com

Laurent Decrue brings valuable entrepreneurship and digital expertise as founder of the moving company Movu, CEO of Bexio and co-founder and CEO of Holycode. As of June 17, he is another real estate and digital expert on the Board of Directors of newhome.ch AG. He replaces the previous Board member Prof. Dr. Dr. Christian Wunderlin.

Digital expertise for future orientation

Dr. Roman Timm, CEO of newhome, is delighted with the new addition: "With Laurent, newhome has gained one of the most influential figures in the Swiss start-up landscape. He brings with him important entrepreneurial know-how as well as sound digital knowledge. This supports our strategy towards a customer-centric, transparent and industry-friendly platform."

Laurent Decrue is also pursuing ambitious goals: "My goal with newhome is to make the real estate market as open and transparent as possible to ensure that pricing in the Swiss real estate landscape is not distorted by a monopoly position. I am convinced that newhome can help to improve the search for real estate in Switzerland."

In February 2024, Manuel Bächi and Andreas Schiller joined the Board of Directors as part of AXA's investment in newhome.

The Board of Directors of newhome.ch AG now consists of the following members: Johannes Hoehener (Chairman of the Board of Directors, independent), Jan Werkman (Vice Chairman of the Board of Directors, independent), Manuel Bächi (CFO and member of the Executive Board SHKB), Laurent Decrue (Board of Directors Next Property AG), Robert Hauri (Board of Directors Next Property AG, CEO Intercity Group), Andreas Schiller (Head Credit & Surety AXA), Dr. Christian Schmid (Board of Directors NNH Holding AG, Chairman Executive Board SGKB), Stefan Studer (Board of Directors NNH Holding AG, member of the Executive Board LUKB). The Board therefore has the relevant expertise and experience for the further development of the company.

Source: www.newhome.ch

From IT supporter to CEO: the career of Ingo Steinkellner

Ingo Steinkellner's career within the polydata Group began in 2007 as a 1st level supporter at pidas in Graz. Over the course of 17 years, he worked in various departments and completed a degree in information management at the same time. In 2019, he obtained an Executive MBA from the University of Zurich (UZH). He then seamlessly took on the role of Chief Technology Officer (CTO) at swiss moonshot AG.

Building the aiaibot platform: Steinkellner's contribution to success

As CTO, Steinkellner was largely responsible for the development of the aiaibot platform. This powerful platform enables companies to process customer inquiries efficiently and optimize personalized customer interactions. Under his technical leadership, aiaibot developed into a leading platform in the field of AI-supported customer service solutions.

Looking to the future: Steinkellner's plans for swiss moonshot AG

In his new role as CEO, Steinkellner will continue the existing growth of swiss moonshot AG and exploit new growth opportunities. "We are implementing the AI revolution in customer service," explains Steinkellner enthusiastically. "Our mission is to offer our customers unparalleled added value through advanced technologies. I look forward to continuing this journey at the helm of swiss moonshot AG and shaping the future of customer service together with our motivated team."

Support of the Board of Directors: trust in the new management

Stephan Wintsch, Chairman of the Board of Directors, comments on the change in leadership: "We are delighted to have found the right candidate in our own ranks in Ingo Steinkellner and are convinced that he will provide the right impetus as CEO."

Source: www.aiaibot.com

The CAS AI in Finance HWZ, which is new in its industry focus, is aimed at knowledge workers and managers from banking and insurance who want to expand their professional skills in a methodical and well-founded manner. The course provides the necessary tools to enable AI to make data-driven analyses, customer-relevant innovation and process automation even more efficient and scalable in all areas of the financial industry. "Our AI training is structured as a modular step-by-step concept: From the CAS to the Master's degree (MAS) in Digital Excellence HWZ, participants shape their own career path in the financial industry," emphasizes Patrick Comboeuf, Head of the CAS AI in Finance HWZ program.

Aims of the CAS AI in Finance

The CAS AI in Finance HWZ program aims to provide participants with comprehensive skills and knowledge in the field of artificial intelligence in the financial industry. Graduates of the programme are familiar with the current challenges arising from the AI transformation of the banking and insurance industry and are able to productively internalize the implications for the skills profile and understanding of the role of the AI leader or AI business partner in their organization.

An essential part of the course is the development of a robust AI roadmap and use case frameworks for selected business areas. Participants identify and analyze potentials and assess the benefits and opportunities of generative & classic AI, data analytics, prompt engineering, retrieval augmented generation (RAG) and process automation/robotics for their company. They recognize the challenges but also the limitations in the area of data gathering and data mining, for which they develop practice-oriented solutions. They will also be able to assess key decisions such as cloud vs. on-prem infrastructures or application areas relating to quantum computing from different perspectives.

In an intensive seminar, you will learn how to apply current tools and methods of no/low-code programming / Python or "Advanced Data Analytics" in concrete situations. Another focus is on the visualization of data in the form of cockpits or dashboards and the integration of this data into an appealing story ("storytelling").

Graduates of this CAS become indispensable bridge builders between business and technology in their company and make a decisive value contribution to scalable AI mobilization in the financial sector with their data and methodological expertise. The 16-day programme teaches basic interrelationships and practical application skills in the field of AI for all organizations in the financial industry. In four modules, participants receive a contemporary compass to help them find their way in an increasingly AI-driven financial world and take on an active leadership role.

Source: www.fh-hwz.ch

Long-term shortage of skilled workers

Automation and artificial intelligence (AI) are changing the skills required for jobs in all sectors. However, contrary to the assumption that AI and automation will destroy human jobs, the opposite is actually the case. According to the current study "Skills shortage 2024", 82% of German companies are struggling to fill vacancies. The shortage of skilled workers in Germany has more than doubled in ten years and is at an all-time high worldwide. A McKinsey study found that the areas of data analysis and IT development and technology are at the top of the list of missing skills. 

Talent retention: More important today than ever before

The message is loud and clear. Employees want to learn new skills and they expect their company to provide them with the development opportunities to do so. In a Gallup study, 57 % of employees surveyed said they want to update and develop their skills. 73 % of the employees surveyed in the Deloitte Global Human Capital Trends study believe that personnel development is the responsibility of their company. 

Companies that do not heed the call of their employees run the risk of increased turnover. The same Gallup study found that 48 % of respondents would leave their organization for another company that offers training opportunities. In addition, a report by the World Economic Forum found that the main reason employees left their jobs in the last 12 months was a lack of career development and advancement.  

Companies that meet employee expectations by implementing retraining and upskilling programs reap the rewards. Gallup found that employees who have recently participated in a retraining program are 37 % more likely to be satisfied with salary and benefits and 76 % more likely to have a positive attitude toward promotion opportunities. In addition, 71 % of the retrained workforce reported higher job satisfaction. Retraining and upskilling lead to new positions and responsibilities for employees, which also contributes to higher employee retention. LinkedIn has found that companies that have high internal employee mobility have twice the employee retention rate. 

"Companies need to start preparing their workforce for the future now, otherwise they run the risk of being left behind. The shortage of skilled workers will persist for some time to come. This makes it all the more important to retain and promote talent within the company and to consider retraining. In this way, companies can close the gaps and increase job satisfaction through new challenges and tasks," Cosima von Kries, Nintex Director, Solution Engineering EMEA, goes into more detail.  

Investing in retraining

Retraining has several advantages. If companies lay off employees and then cannot find any qualified staff due to a shortage of skilled workers, this leads to a staff shortage that also affects day-to-day work. In addition, hiring new staff is often significantly more expensive than retraining. Most team members are interested in further training opportunities. Companies should take advantage of this. Existing employees know the company, the processes, the culture, customers and other team members. 

Further training programs: Automation Citizen Developers and Citizen Process Experts

"Retraining and upskilling employees instead of hiring new employees prepares the workforce for the future and reduces organizational costs at the same time," says Cosima von Kries. "There are two important programs that companies should definitely include in their retraining and upskilling strategy." 

1. Automation Citizen Developers

Automation and AI continue to be a priority for companies and are at the heart of future business developments. However, one of the biggest shortages is predicted to be in developers and software engineers. IDC estimates that there will be a shortage of 4 million developer jobs by 2025. 

Citizen developers are employees who are trained to use no-code and low-code automation, AI or other technology solutions. They have technical expertise, but no professional programming or development skills. Instead, they come directly from the business area, for example accounting or sales, for which they then develop smaller technical solutions.

Retraining or upskilling employees to become Automation Citizen Developers has numerous advantages. Well-trained Citizen Developers reduce the need for IT or professional developers. This not only frees up existing IT resources and leads to a faster ROI for automation in the present, but also helps companies overcome skills gaps in the future. Implementing a Citizen Developer training program results in a transformed workforce that is acclimated to using the technology that will define the future of the business.

2. Citizen Process Experts

Citizen Process Experts are employees who know exactly how the work in a business area is carried out: from the processes to the systems and players involved. Citizen Process Experts are trained in process documentation, process modeling, process mining and task mining.  

Companies need Citizen Process Experts to work with Citizen Developers because companies cannot successfully implement and scale automation without understanding and optimizing their processes. As Forrester says, companies would be "on the wrong track if they were to introduce far-reaching automation without understanding and possibly revising existing processes".   

"By simultaneously building Citizen Developer and Citizen Process Expert programs for automation, companies can ensure the accuracy, success and adoption of their process improvement and automation initiatives while transforming their workforce and nurturing the skills needed for the future," concludes Cosima von Kries. 

Source: www.nintex.de

This article originally appeared on m-q.ch - https://www.m-q.ch/de/fachkraeftemangel-weiterbildungen-und-umschulungen-als-top-prioritaet/

As of August 1, 2024, advact AG is taking a groundbreaking step by spinning off its "Penetration Testing and Security Consulting" division and continuing it under the newly founded company "Pentryx AG". The four experienced security consultants of advact AG will seamlessly transfer to Pentryx AG in order to continue to support their customers in the area of information security. The new CEO of Pentryx AG is Anton Brunner, who can look back on extensive experience - including as CISO at the Swiss National Science Foundation, the Securitas Group and as a security consultant at advact AG. Meanwhile, Markus Helfer and Marcel Oberli, Co-CEOs of advact AG, together with their team of security engineers and developers, are focusing more strongly on e-mail security. The proven phishing service will remain with advact and will be supplemented this summer with exciting new functions that offer comprehensive protection against email threats.

Shaping the future and employee participation

Markus Helfer and Marcel Oberli remain majority shareholders of both companies and are operationally active in advact AG, while they are represented on the boards of directors of both companies. The employees of both companies will be offered the opportunity to participate in the success of the companies by purchasing shares. This option was a decisive factor for the spin-off in order to offer employees in the "Security Consulting" division an exciting perspective and their own company.

Added value for customers and employees

The restructuring will result in numerous benefits that will directly affect both customers and employees. The phishing service customers of advact AG can look forward to an increased focus on the topic of "e-mail security", which will provide them with even more comprehensive protection against threats. Penetration testing clients of advact AG will continue to work with their trusted security consultants. At the same time, they will benefit from the leadership of the new CEO Anton Brunner, who will be available as an experienced and competent contact person.

Another significant advantage concerns the employees of the newly founded Pentryx AG. They have the opportunity to actively participate in the development of the company and thus benefit from its success. The employees of advact AG also have the opportunity to participate financially in the company. Through their commitment, they can thus have a direct influence on the success and profit development of advact AG.

Structural change strengthens market position

This structural change not only creates clear responsibilities and priorities, but also promotes the participation and motivation of employees at both companies. In the long term, this will lead to a stronger and more successful positioning in the market. "The separation allows us to offer our employees in the area of security consulting an exciting perspective and their own company. At the same time, we can strengthen our focus on e-mail security and provide our customers with even more targeted support in both areas," explains Marcel Oberli.

Source: www.advact.ch

This article originally appeared on m-q.ch - https://www.m-q.ch/de/advact-ag-gruendet-schwesterunternehmen-pentryx-ag/

1. The approach to recruitment is of crucial importance

Much like in soccer, it is important to create a strong team of teammates who bring their own strengths to offset the weaknesses of others to create a strong team. Coaches take the time to seek out the best candidates for their team, and HR staff and managers should do the same. There are several ways HR professionals can improve their hiring process to ensure they are attracting and selecting the right candidates for their open positions.

"It starts with the job posting itself. Be sure to write a description that clearly describes the role and what is expected of it, and that outlines your unique company culture. Once you're at the interview stage, it's important to stay structured, focus on the most important aspects of the job and provide a consistent experience for all candidates," explains Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments and co-host of the Science of Personality Podcast. These measures help HR leaders create a better list of potential employees and a clearer picture of them, so managers can be confident that their new team members are up to the task.

2. Team performance is crucial for success

Team performance is not only important for success in sport, but also for business success. It is often assumed that the strongest successful teams are the most cooperative, but effective teams also have disagreements. Take the case of Greece. Prior to Euro 2004, the Greek national team had never won a single game in an international tournament, yet they came out on top and successfully defeated nations with a strong track record in the tournament, such as Portugal (twice), France, Spain and the Czech Republic. "The true strength of a team is not how well it works together, but how it overcomes challenges and achieves success despite its struggles," said Dr. Sherman.

Several key factors lead to strong team performance, such as trust, mission alignment, results orientation and adaptability. Individual team players are essential to success, but members can only be successful if all parts of the team, from managers to team players, are aligned and pulling in the same direction. High-performing teams usually have clear goals, complementary skills, effective communication and a strong sense of responsibility. Managers and HR leaders can ensure strong team performance by hiring team players, providing appropriate training and development opportunities, facilitating communication and collaboration, assisting with conflict resolution, and rewarding and recognizing departmental successes and hard work.

3. Strong team building is crucial

A good coach knows how to assign roles that play to the strengths of individual players while encouraging them to work together. Luis Aragonés, the former coach of the Spanish national team, was a ruthless but very effective team builder. Aragonés laid the foundations for the Spanish championship in 2014, but after a long series of losses, he had to reshape his team and give new responsibilities to players who had previously only held backup roles. Similar principles can be applied to HR professionals and team leaders. "Motivational feedback is one of the best ways to get the most out of your team. Developing strategies that best suit the strengths of individual employees not only increases productivity, but also improves the morale of the team as a whole," says Dr. Sherman.

Team building can also help teams achieve their goals more efficiently, and an effective approach to team building has to do with personality analysis. Understanding the personalities of team members can help to ease tensions in the work environment and build closer working relationships. When team members build positive relationships, they may feel more comfortable sharing their ideas and solving problems creatively. This is an important step in building a stronger team and ensuring success across projects and the entire organization.

Source: www.hoganassessments.com