Demand for higher vocational training in the catering and hotel sector has been stagnating for several years - a nationwide trend. For this reason, the presidents of the GastroSuisse cantonal associations commissioned the national association to review its training programs at the beginning of April 2024.

Based on an analysis, the GastroSuisse Board of Directors decided at its meeting on May 22, 2024 to maintain the offerings in the two dimensions of gastronomy entrepreneur training (GUA) and further training (WB). This is because the two areas of GUA and WB form the basic framework of GastroSuisse's educational offering. Under the working title "Realignment of the training landscape", the association will adapt the range of GUA and WB courses to the changed market situation by 2026 and make them even more demand-oriented. The national association will initiate and implement the "Realignment of the educational landscape" project in close coordination with the cantonal associations.

Furthermore, the Board of Directors has decided not to start a new intake of students at the Hotel Management School Zurich (HFZ) in August 2024. GastroSuisse is considering adapting its HFZ activities over the next few years. In this context, the association has initiated open-ended discussions with various stakeholders in the education sector. This medium-term approach will ensure the quality of the courses on offer for students and allow current training courses to be completed. In order to optimize the operation of the HFZ, costs will be reduced with immediate effect. In this context, five people will be affected by redundancies at the end of May 2024.

With the above decisions, GastroSuisse is taking a goal- and solution-oriented approach to the future of its educational domain and underlining its will to shape and act. In addition, the measures adopted will enable the association to be even more economical with its members' funds.

Source: www.gastrosuisse.ch

It can be easy to feel overwhelmed, but don't let that affect your performance. Swiss recruiter Robert Walters has put together 5 simple steps to ensure that the transition into your new role goes as smoothly as possible.   

1. Prepare for change  

The first few weeks in a new job are always difficult, and even experienced professionals admit that starting over is tough. However, if you are prepared for the changes and challenges ahead, the transition to the new organization can be much smoother.   

• Stay flexible: free yourself from your expectations. No job will ever be exactly as expected.  
• Be open-minded: Be ready to take on new challenges and adapt to a new working environment.   
• Build new relationships: Be open-minded and positive when making new relationships.   

2. Get to know your new boss  

It's important to understand your boss's communication style early on. Find out how he likes to work on a daily basis and, above all, how he likes things done.   

• Communication preferences: Do they prefer one-on-one meetings to team meetings? Detailed presentations or simple overviews?  
• Dynamics between the departments: Learn how they work with the different departments and report to management.  

Arrange a meeting with your new boss to discuss these points and adjust accordingly. This proactive approach will help you settle into your new role more quickly and set clear expectations.   

3. Get in touch with your colleagues  

The sooner you start building relationships with your new colleagues, the more comfortable you will feel in your new company.   

• Greet your new colleagues: Introduce yourself and remember their names.  
• Actively approach others: maintain eye contact, be friendly, considerate and respectful. Take part in conversations when your team colleagues are talking during work.   
• Understand the roles: Try to understand the roles and responsibilities of your new colleagues.   

4. Ask questions  

Don't be afraid to ask questions, whether to your direct supervisor or to colleagues. It is better to ask if you are unsure than to work without understanding something, as rectifying mistakes later can be time-consuming and costly.   

5. Embrace change  

Joining a new company and working under a new management style can be daunting, but it is an experience that should be embraced.  

• Learning and empathy: Learn everything you can about your new environment and try to put yourself in your manager's shoes.   
• Stay positive: Maintain a positive attitude to make the best possible impression.   

And finally: Have fun. Remember that you took the new opportunity because you wanted a change. Accept everything that comes your way and make the most of your new role.  

Source: www.robertwalters.ch

The FMH quality organization recognizes innovative and tried-and-tested quality work that advances healthcare in Switzerland.

56 quality projects from all over Switzerland applied for the fourth edition of Innovation Qualité. This overwhelming response shows how many professionals are highly successful in their commitment to the development of the Swiss healthcare system. The quality prize is endowed with CHF 15,000 each in the categories "Digital Innovation" and "Patient Safety", and CHF 10,000 is awarded for the "Special Jury Prize". Projects that were shortlisted by the jury will also be published on the award website. The Swiss Academy for Quality in Medicine (SAQM) and the FMH would like to congratulate the winning teams.

Suicide prevention with the SERO app - First place in the "Digital Innovation" category

In Switzerland, around 1000 people commit suicide every year. Luzerner Psychiatrie AG has developed a suicide prevention app together with Health Promotion Switzerland as part of the SERO (Suizidprävention Einheitlich Regional Organisiert) project. Cooperation with suicidal patients, their relatives and specialists was central to this. The app can support those affected and their caregivers before, during and after suicidal crises: It strengthens them in their personal skills and promotes their self-management. It does this through a visual tool for self-assessment of suicidal tendencies, coping strategies, professional and personal emergency contacts and a safety plan that can be shared in real time with the personal network. This first suicide prevention app for German-speaking countries can significantly reduce the burden on the healthcare system. It is free of charge and also available in French, Italian and English.

Early detection thanks to Multiple Sclerosis Cockpit - First place in the "Patient Safety" category

The Multiple Sclerosis Cockpit (MS Cockpit) was launched at Inselspital Bern in 2018 to monitor the safety of treatment for the approximately 2,000 MS patients under its care. To this end, large volumes of data from various separate source systems are combined using a data warehouse. Relevant findings from the laboratory are processed on a daily basis in the MS cockpit in combination with epidemiological basic parameters and information on therapies, so that patients with safety-relevant events can be identified promptly and treated immediately. Effects can also be determined at cohort level.

The safety benefits of the MS cockpit were also evident in 2020, the year of COVID-19: A timely risk assessment could be carried out for the patients in the consultation and particularly vulnerable people could be contacted. This had a direct effect on the COVID progression of the cohort and led to positive feedback from those affected.

Quality through reflection - First place in the "Special Jury Prize" category

The Waid Internal Medicine Clinic at Zurich City Hospital has established two reflection forums to improve medical care. As part of the "Quality through reflection" project, senior doctors meet and reflect on their work: Patient situations are analyzed and the team culture and the relationship with the patient are discussed. In senior physician coaching, senior physicians meet regularly under the guidance of a coach and discuss their own topics in a confidential setting. Both reflection forums contribute to a constructive clinic culture and high-quality patient care.

In order to identify the potential for improvement in care, the Waid Internal Medicine Clinic relies on feedback from patients. Since the start of the "Quality through reflection" project, this feedback has been increasing. The senior medical staff also give the new reflection areas high marks, for example with regard to the quality of care and personal safety in challenging situations. The project is therefore having a positive impact on both doctors and patients.

Source: www.innovationqualité.ch

This article originally appeared on m-q.ch - https://www.m-q.ch/de/innovation-qualite-ausgezeichnete-pionierprojekte/

Thomas D. Szucs announced this decision at the 2024 Annual General Meeting on May 24. Both the shareholders and the Board of Directors and Executive Board of the Helsana Group express their deep regret at his decision, but at the same time pay tribute to his outstanding achievements and visionary leadership.

Thomas D. Szucs will carry out his duties with his usual dedication until the Annual General Meeting in May 2025. During this time, he will play an important role in developing the company's future strategy together with the Board of Directors, CEO Roman Sonderegger and the Executive Board.

Source: www.helsana.ch

The photovoltaic market in Switzerland remains on a growth trajectory: last year, more than 1500 megawatts of additional output were installed, achieving market growth of over 40% for the fourth year in a row. Additional growth is expected for the current year. At the same time, the industry association is also growing rapidly: almost 300 new members joined last year, and there are currently around 1,300 companies from the entire solar value chain.

Countering the climate crisis: 50 percent solar power by 2050 

In view of the rapidly worsening climate crisis, this rapid expansion of clean electricity production is essential, as climate scientist Prof. Thomas Stocker pointed out at the Swissolar General Assembly. This is the only way to achieve the necessary decarbonization. The President of the association, National Councillor Jürg Grossen, named a concrete goal: "By 2050, half of our electricity requirements should come from domestic photovoltaic systems. Swissolar members are in a position to install the necessary capacity - primarily on roofs, façades and infrastructure, supplemented by large-scale alpine systems".

However, the prerequisite for this is a Yes vote on the Electricity Act on 9 June: this sets clear goals and enables the ideal interaction of solar energy with hydropower and other technologies by promoting the decentralized use of solar power as close to consumption as possible and thus reducing the necessary grid expansion. 

Demand for skilled workers: measures are working

A major bottleneck in coping with market growth to date has been the need for skilled workers. Together with the Polybau training center, Swissolar has therefore quickly launched two new apprenticeships, which will be offered for the first time from August this year. Swissolar Vice President and National Councillor Gabriela Suter was pleased to announce at the meeting: "More than 90 apprenticeship contracts have currently been signed in all language regions, and by August there should be more than 120. This shows that it is attractive for young people to help shape the energy transition in Switzerland."

Also important are the courses and specialist events offered by the association, thanks to which the existing and many new providers in the solar industry are always up to date with the latest knowledge, thus ensuring a high quality of solar expansion.

Around 9,000 additional specialists are needed by 2035

A new brief study on the need for skilled workers was also presented at the Annual General Meeting. According to the study, around 11,000 full-time equivalents (FTEs) are currently employed in the Swiss solar industry, and almost 20,000 FTEs will be needed by 2035 to achieve the targets of the Electricity Act. In Swissolar's view, this is a realistic and achievable order of magnitude. The calculations also showed that the industry's current annual turnover is over 3 billion Swiss francs.

 New association strategy

Gabriela Suter presented the Association's new strategy for the period up to 2027 at the General Assembly. On the one hand, it contains measures to support members in managing growth and, on the other, to further develop Swissolar as a healthy, agile organization. 

Source: www.swissolar.ch

DevOps engineers are urgently sought-after specialists on the Swiss job market. Behind the term "DevOps" lies a cultural philosophy for the development of software products: "This refers to direct collaboration between software development and software operations. Ideally, both take place in the same team. That's why we need computer scientists who not only develop software as a project, but also operate it as a product themselves," explains Prof. Dr. Sebastian Graf. The Professor of Cloud Infrastructures and Agile Software Operations at the FHNW School of Engineering helped develop the new specialization and shaped it with his experience.

Developing software that overcomes boundaries

The new course is aimed at students who not only want to develop their software professionally themselves, but also operate it. "The beauty of DevOps is that it combines the classic Dev (short for development) and Ops (short for operations) currents," says Sebastian Graf.

One target group for this specialization is, for example, platform developers who want to transfer their experience in operating infrastructures to the operation of applications. Another group is made up of application developers who want to host and operate their applications themselves.

Develop and operate products

Practical projects also play a central role in the new specialization. However, unlike the previous specializations, the projects are not completed after one semester - the DevOps principle should also be put into practice here: students will work continuously on products that are developed and operated over several semesters. "The prospective DevOps engineers will develop and operate one or more FHNW-internal applications in a team over several semesters. In doing so, they learn to weigh up the trade-off between stability and new features themselves," explains Sebastian Graf.

"With the new specialization, we are the first university of applied sciences in Switzerland to offer students dedicated specialist training at Bachelor's level in the field of DevOps," says Prof. Dr. Ruth Schmitt, Head of Education at the FHNW School of Engineering. "In doing so, we are not only meeting a need for students, but also specifically addressing the shortage of specialists in a key area of software development."

Source: www.fhnw.ch

Industry 4.0 has long since begun and the link between economic growth and the influence of digitalization is becoming increasingly clear. Through its contribution to the decarbonization of the economy, digitalization has become a necessary prerequisite in recent years in order to operate more sustainably and reduce CO2 emissions. This study sheds light on the resulting interrelationships.

It shows that a country's level of digitalization has an inverse U-shaped relationship with per capita CO2 emissions. As soon as a certain level of digitalization is reached, the trend reverses and the economies' emissions begin to fall. The study calculates this level of digitalization, at which increasing digitalization reduces annual emissions per capita.

This underlines both the importance of investing in digitalization for countries that want to reduce their emissions and a key message of this study that digitalization in combination with CO2 reduction can be a possible answer to climate change. From a Digital Economy and Society Index (DESI index) of 65.2, the quadratic influence is so great that the CO2 emissions per capita caused by digitalization are negative. In other words, digital progress offsets CO2 emissions from other sources. In 2022, the last published DESI index, Switzerland had not yet reached this threshold for reducing emissions through digitalization with a value of 59.5.

Increasing productivity and efficiency with more environmentally friendly alternatives

One day of working from home per week could reduce annual CO2 emissions across Switzerland by over 260,000 tons. A debit card transaction saves 0.8 grams of CO2 emissions compared to paying with cash. If all payments were made by debit card, this would improve the global warming potential by around 30 % compared to cash payments. Switching from in-person meetings and conferences to virtual events can reduce the carbon footprint by 94 % and energy consumption by 90 %. Transportation or the distance traveled is the most critical aspect from an environmental perspective.

"Digitalization is not only a driver of economic growth, but also a prerequisite for sustainable business. Thanks to high-performance data center infrastructures, the economy is increasingly able to make use of services that have a smaller ecological footprint and cause fewer opportunity costs," says Yves Zischek, Managing Director Digital Realty Switzerland.

The key findings of the study summarized:

• Advancing digitalization leads to falling CO2 emissions
• Data centers are essential for successful digitalization
• Only with an optimal data center infrastructure can digitalization be successfully shaped and digitally driven sustainability succeed

Source: ch.digitalrealty.com

These findings confirm the results of the Michael Page Candidate Pulse Study. In this study, over two thirds of employees (69 %) stated that they are convinced that AI will have a positive impact on their career. At the same time, 80 percent of employees want to learn more about AI in order to increase their productivity and adapt to new tasks.

Major differences in expectations on the part of employers and employees

Almost three out of five respondents believed that AI will influence their long-term career plans - the highest figure in Europe. The younger the employees, the more important they considered AI to be in shaping their career plans. The interest in learning more about AI in order to work more effectively in the future spanned all ages.

The study also shows that it is important for the acceptance of AI at work if employers talk openly about the planned use of AI and the possible effects. It is essential to address employees' concerns about the ethical use of AI, such as dealing with data protection and copyright issues. As the use of AI varies depending on the industry and type of job, employers must be able to demonstrate individually how AI can be beneficial in certain areas of the company and what benefits can be expected for employees.

"Our studies and daily interactions with candidates show that they expect employers to talk about what AI-driven tools are available in the company. However, many employers are not proactively addressing their companies' AI integration strategies, which leads to an expectation gap," says Yannick Coulange, Managing Director of Page Group Switzerland.

Managing expectations in terms of flexibility and salary is crucial

Reduced flexibility combined with wage dissatisfaction is one of the main reasons why almost 60 percent of employees in Switzerland are actively looking for a new job. This is also one of the main reasons for the increase in temporary and fixed-term employment contracts, which account for ten percent of all advertised jobs according to the Michael Page Swiss Job Index from April 2024.

The Talent Trends Study shows that flexibility and work-life balance are the decisive factors when choosing an employer. 69 percent of Swiss employees work hybrid. That is 17 percent more than the European average. More than a third (37 %) now spend more time in the office than a year ago, mainly due to changes in company policy. This limited flexibility has led to tensions between employees and employers, who are trying to reconcile the operational with the wishes of employees.

"Amidst global challenges such as high inflation, uncertain economies and rapid technological advances, the world of work remains in a state of flux. Our Talent Trend Report 2024 highlights the need to bridge the gap between employee expectations and employer needs in order to overcome these challenges. It is important to prioritize open dialogue and collaborative problem solving. By fostering a culture of mutual understanding and adaptability, both companies and their employees can thrive in this rapidly changing landscape," says Nicholas Kirk, CEO of PageGroup.

Source: www.michaelpage.ch

This article originally appeared on m-q.ch - https://www.m-q.ch/de/schweiz-in-europa-fuehrend-bei-nutzung-von-ki-am-arbeitsplatz/

AI as a game changer

Artificial intelligence is no longer just a tool for large companies, small business owners have also recognized the potential of AI technologies: Seven in ten (71 %) small business owners believe that implementing artificial intelligence would most likely have a positive impact on their bottom line. Small business owners' confidence in their ability to use AI technologies effectively is also high at 68 %. Only 8 % stated that they had little confidence in their ability to use AI.

"The results of our survey highlight the growing awareness of how artificial intelligence can help small businesses in the DACH region," comments Alexandra Anderson, Marketing Director DACH at GoDaddy. "GoDaddy offers resources and tools that make it easier to get started with AI and boost business. For example, GoDaddy Studio uses AI to help entrepreneurs with content creation quickly and easily."

The potential of AI for small businesses

The perception of AI potential for small businesses varies between Gen-Z and the older generations. Millennials, Gen-X and Baby Boomers see the greatest benefits in marketing (59 %), business planning and strategy (45 %) and customer service (35 %). For Gen-Z, the main potential lies in financial management (64 %), followed by customer service (52 %), while 39 % of Gen-Z respondents believe that AI offers the greatest benefits for companies in marketing.

Challenges in the implementation of AI

Although the potential of artificial intelligence for small businesses is clearly recognizable, practical implementation is still lagging behind. The GoDaddy survey shows that 45 % of small business owners surveyed who have not yet implemented AI attribute this to potential costs, while 37 % of respondents say they lack a sufficient understanding of the benefits of AI. A third of respondents also cited data privacy and security concerns as a reason for their reluctance.

Despite the hurdles to implementation, the data points to a clear trend towards the use of AI as a driver for innovation and growth. The fact that 52 % of respondents in the DACH region expect business growth in the next 3 to 5 years shows that entrepreneurs have recognized the potential of AI.

Alexandra Anderson, Marketing Director DACH at GoDaddy, encourages small business owners: "They don't have to venture into the world of AI alone. The right partner can support them with tools and resources to get started easily and cost-effectively. At GoDaddy, we help small business owners and founders build and grow their businesses so they can succeed in the digital marketplace and realize their full potential."

Source: www.godaddy.com

In the Mobiliar DigitalBarometer 2024, a representative survey for Switzerland, the Risk Dialogue Foundation measures the basic digital skills of the Swiss population. The results show that 31 % of respondents lack digital skills. "Three out of ten people in Switzerland have difficulties finding their way in an increasingly digitalized everyday life. They lack basic skills in using digital devices and applications," says Daniela Ramp, project team member and digital inclusion expert at the Risk Dialogue Foundation. For example, they have difficulties shopping online, buying tickets digitally, paying bills via e-banking or communicating digitally.

Digital inclusion: Röstigraben and risk factors 

The proportion of people with a lack of basic digital skills is significantly higher among people with a low level of education, high age and low income: compared to the average figure of 31 %, almost twice as many people are affected among those with the lowest level of education (59%). The figure is 42% among the over 75s and 42% among those at risk of or affected by poverty. There are also clear differences between language regions. "These results contrast with the self-assessment of the Swiss, as 82% of all respondents generally feel that they can keep up with digital change. Regardless of whether they are older, poorer or less well educated," says Anna-Lena Köng, project manager and expert in risk psychology at Risiko-Dialog.

Loneliness as the greatest perceived risk of digital exclusion

The population perceives loneliness as the greatest social risk of digital exclusion (34%). At the same time, solidarity with older people is particularly pronounced: 43% state that they see the greatest need for support with digital inclusion among older people. This contrasts with the finding that people aged 75 and over in particular prefer to maintain their social contacts via digital channels (35%).

The higher the level of education, the more positive the basic attitude towards AI

The DigitalBarometer 2024 also shows that the general mood of the population is ambivalent with regard to applications based on artificial intelligence: almost the same number of people state that they have a positive (35%) or negative (34%) attitude towards artificial intelligence. 27% are neutral towards AI. The higher the level of education, the more positive the basic attitude towards AI. The Swiss population ascribes great opportunities to AI in the areas of ecology and climate protection, as well as in business management (e.g. increasing the efficiency of work processes or new working models).

Little trust in state AI regulation

59% of the population see the greatest danger of Kl in influencing the public debate, and almost half of those surveyed (49%) perceive Kl as a potential threat to humanity. This is consistent with the finding that the Swiss population is particularly concerned about the spread of misinformation in the digital information and communication space (85%). Around three quarters of the population also have little trust in the state to adequately regulate Kl-based technologies (72%). At the same time, however, the use of state surveillance technologies is widely accepted. There is particularly strong approval for the surveillance of the communications and internet of suspects (76% and 78%).

Solidarity and a shared digital culture are needed

The Risk Dialogue Foundation draws the following conclusion from the findings: "A holistic view of the complex challenges of our networked and digital world is more urgent than ever, as the speed and impact of change are increasing massively," says Anna-Lena Köng, project manager at Risk Dialogue. The promotion and development of basic digital skills and framework conditions require strong joint initiatives from the state, business, civil society and the population: "This requires personal responsibility and solidarity as well as a well-founded discourse for a common set of values," adds Anna-Lena Köng.

Source: www.risiko-dialog.ch

The Asia-Pacific region (APAC) is leading the way, while interest in North America is lagging behind. The proportion of investors for whom climate change is important or a material aspect of their investment policy was 79 %, surpassing Europe for the first time (76 %). However, enthusiasm continues to wane in North America due to political disputes over the perceived costs of integrating environmental, social and governance (ESG) factors into investments, with only 35 % of respondents prioritizing climate investing. This means that the global average has fallen from 71 % in 2023 to 62 %. However, this still signals that a majority of investors see climate investing as a priority.

Lucian Peppelenbos, Climate and Biodiversity Strategist at Robeco explains: "The results of the survey make it clear that many investors are taking a focused and careful approach to decarbonizing their investment portfolios and moving towards a low-carbon economy of the future. As they get to grips with the hard work involved in the climate transition, there is less naivety and more careful thought and scrutiny around what is required to incorporate sustainability into the many aspects of managing investment portfolios." 

Compared to other institutional investors and large investors, insurance companies stand out for their commitment to climate neutrality, perhaps due to their exposure to climate change on both sides of their balance sheet. Some 39 % of insurers have already made public commitments, with a further 20 % in the process of doing so. Regionally, North American investors tend to shy away from commitments. Almost half (46 %) have ruled out making a climate neutrality pledge, up from 26 % last year.

Disorderly transition

More than three quarters of investors expect the transition to be somewhat disorderly and that too little will be done collectively. Only 15 % expect an orderly transition, with governments and markets working together to reduce emissions, and 8 % expect a "Greenhouse Earth" where very little is done to prevent global warming. In this sense, fewer investors believe that the Paris Agreement target of limiting warming to 2 degrees can be achieved. Only 30 % think this target is achievable, down from 38 % in 2023, while 41 % think it is not achievable, down from 30 % last time.

Allocation in the sense of transition

Investors are currently investing more funds in general climate strategies than those specifically focused on companies in transition. Only 37 % invest in strategies targeting companies with credible transition plans, although a majority (63 %) plan to do so in the upcoming one to two years. The transition theme has an impact on preferred investment styles. Some 45 %s use active equity strategies that specifically target allocations to transition-oriented companies, while 43 %s invest in green bonds or sustainability-focused bonds. This approach is again more popular in Europe and Asia-Pacific.

Lucian Peppelenbos: "The transition of companies and other stakeholders from brown to green in the process of decarbonization cannot happen without the active participation of investors, who reward those companies that are making the change and withdraw support from those that are unwilling or hesitant. An interesting aspect of this year's results is the fact that investors in Asia Pacific are moving forward on sustainability and are more supportive of climate change."

Source: www.robeco.com

With this CAS, the HWZ is setting a new benchmark by enabling students to significantly increase the growth potential of their companies by linking collected customer data with Generative AI.

The ongoing evolution of Generative AI has ushered in a revolution in customer intelligence. This groundbreaking technology enables companies to offer highly personalized customer experiences and generate tailored content and offers for specific target groups. Using traditional methods such as descriptive statistics, online analytical processing (OLAP) and data mining, customer data can be analyzed and used to make informed decisions. Basic market research methods are also taught.

Strengthening customer relationships in a targeted manner

Dynamic targeting based on real-time data enables companies to optimize their customer relationships to an unprecedented extent. The consolidation of all customer-related information in an analytical database (customer data warehouse) provides the basis for differentiated processing of customer relationships and reveals hidden correlations relevant to success.

"The CAS Customer Intelligence at the HWZ provides companies with the necessary tools to successfully apply generative AI in customer intelligence. Companies that weigh up opportunities and risks at an early stage and act consistently gain a sustainable competitive advantage. An outstanding example of this is customer interaction in the contact center, which leads to a natural and intelligent dialogue with voice and chatbots through the integration of query-based techniques and generative AI models," emphasizes Prof. Dr. Evangelos Xevelonakis, head of the CAS Customer Intelligence course at the HWZ.

AI massively extends the customer life cycle

The integration of data from different ecosystems and the use of generative AI to create content in customer dialog open up unimagined opportunities to increase customer loyalty and satisfaction. Stable customer relationships are a relevant success factor in the customer life cycle.

The enhanced CAS Customer Intelligence at the HWZ offers companies the opportunity to familiarize themselves with the latest developments in this field and to further strengthen their competitive position. The CAS Customer Intelligence HWZ is aimed at ambitious employees of large companies and SMEs who wish to improve their technical skills in this promising professional field in a methodical and well-founded manner.

People from the fields of marketing, customer relationship management (CRM) or related disciplines who already have an affinity for data analysis and statistical methods are particularly suitable for this 18-day in-service training course. In an individual project, as part of the performance assessment, a relevant question from your own company or a topic is worked on in consultation with a lecturer, which can then be implemented directly in your own practice.

Source: www.fh-hwz.ch