In times of a persistent shortage of skilled workers and the increasing willingness of employees to change jobs, small and medium-sized enterprises (SMEs) in particular are faced with the challenge of not only attracting qualified employees, but also retaining them in the long term. To support SMEs in this demanding task, OBT AG has developed a practical guide to employee retention in collaboration with the Swiss Institute for SMEs and Entrepreneurship at the University of St.Gallen.

The guide provides SMEs with a comprehensive overview of proven strategies and measures that have proved successful in practice. A particular focus is placed on intangible approaches such as the promotion of corporate culture, personnel development and flexible working models, as these often offer the greatest potential for employee retention - regardless of the financial resources available.

In addition to these aspects, material measures such as remuneration models and employee participation are also addressed. The guide answers key questions: Why is employee retention important? Which measures make sense? And how can they be successfully implemented in SMEs?

The guide is aimed specifically at SMEs and is designed to help them improve employee retention in a targeted manner and thus remain competitive in the long term. The guide can be here can be downloaded.

Source: www.obt.ch

TempRent - the online platform for subletting

Salim Moussa from Brig (VS) presented TempRent, a new Swiss online platform for secure furnished temporary subletting. His aim is to digitize the subletting market and protect it from fraud. With TempRent, he wants to offer a secure and simple solution by using the platform to legally identify all parties involved and digitize the entire rental process. A special feature is the integrated loss of rent and damage insurance. He is offering the lions 15 percent of the company for an investment of 150,000 francs.

The discussion with the lions becomes heated, with real estate expert Anja Graf in particular questioning the model critically. She points out that the legal regulations on subletting vary greatly from canton to canton and that many administrations can be uncooperative. These realities of the rental market are major challenges that could make TempRent's business model more difficult.

Jürg Schwarzenbach also tries to understand the business model better and asks about monetization. Moussa explains that he generates his income through a surcharge of a maximum of 20% on the rent of the furnished apartments. However, there is some confusion here, as Anja Graf believes that this 20% rule is not applicable in all cantons. Felix Bertram points out that landlords who sublet their apartment could have difficulties accepting this surcharge, as they could also expect something in return for the use of their furniture. 

Several lions also expressed doubts about the scalability of the business model and the lack of a customer base. Ultimately, the lions could not be convinced, as the proof of concept is still missing and the company only has twelve apartments on the platform. Anja Graf is the first to drop out, followed by the other lions, as they do not find TempRent's opportunities convincing enough in its current form. "What I'm missing is the proof of content - proof that the business model works and generates profits. And there are simply still too many unanswered questions," says Felix Bertram.

From subletting to underwear

German-American Claudia Glass presents her innovative sports bra, which was developed not only for sporting activities such as running, but also for swimming and dries in no time at all. The bra is made using a special bonding technology, making it seamless and offering a soft, comfortable feel. The highlight: the bra is made from sustainable materials such as bio-based polyamide yarn, which is made from castor beans and is water-repellent.

Swijin has been on the market since May 2023 with a small number of units and has sold around 230 bras, which cost between 80 and 120 francs. Claudia is looking for 200,000 francs for 5% of the company shares. The investors are impressed. The combination of fast drying time, comfort and stability is particularly convincing. Nevertheless, the lions express concerns about the company's valuation and ask critical questions about production, the market and the exclusivity of the material used.

Felix Bertram asks what exactly makes Swijin's innovation so special and why no other manufacturer has come up with this idea before. Claudia explains that the biggest challenge was to combine stability and drying ability in one product. Many sports bras that offer good stability dry more slowly due to thicker fabrics. The Swijin bra solves this problem by using polyamide yarn, which is both stable and quick-drying. He also wants to know what Claudia's long-term vision for Swijin is. Claudia emphasizes that she wants to build a global brand by women for women. She emphasizes that many of the biggest sports brands were founded by men and that it is now time for women to develop innovative products that better understand and serve the female body and its needs.

Finally, the lions submitted their offers and Claudia negotiated skillfully to reach an agreement. Jürg Schwarzenbach offered 200,000 francs for 10%, Lukas Speiser also offered 200,000 francs for 8%. Roland Brack offered 250,000 francs for 10%. Claudia negotiates with Brack about his offer and proposes to reduce the share to 8 %. Roland Brack then offers a compromise of 9 %, which Claudia finally accepts.

A rare sight - lions brushing their teeth

The founder of the next start-up wants to make not only women but also men happy. It's all about giving customers a radiant smile, as dentist Dr. Marina Thomas from Zurich presented her innovative toothpaste "Cannabiss", which contains CBD oil from the cannabis plant. The oil has an anti-inflammatory and antibacterial effect and is also said to strengthen the gums and jawbone. Activated charcoal has also been added to the toothpaste. This turns the toothpaste black and has a slightly whitening effect. The product is manufactured in Switzerland and is registered with Swissmedic. Marina offers the lions 10% company shares for an investment of CHF 100,000.

The lions test the toothpaste and ask Marina various questions. Lukas Speiser notices that the cannabis flavor is barely perceptible. Marina confirms this, because the toothpaste should taste like any other. Jürg Schwarzenbach wants to know whether it is an everyday product, to which Marina replies in the affirmative, but admits that the price is perceived as high. The toothpaste costs CHF 14.90, but can be sold for up to CHF 20. "To get the effect, I recommend using the toothpaste at least in the evening and a cheaper product during the day. That way you still get the effect, as the toothpaste works most intensively overnight," says Marina Thomas.

Tobias Reichmuth questions Marina's commitment, as she also runs her dental practice alongside the toothpaste. He is not convinced by her answer that she could possibly give up the practice. He doubts that she would invest the necessary time and energy in the business and opts out. Lukas Speiser and Roland Brack see the product more as a niche product. Lukas believes that the major manufacturers such as Colgate and Oral-B do not consider the market to be big enough, while Roland has doubts about the brand strategy.

Due to the high production costs and the competition on the market, the lions dropped out, although they generally liked the product. Felix Bertram praised Marina's work, but was of the opinion that the toothpaste was too expensive to be marketed on a large scale. In the end, Marina did not receive any investment from the lions.

Can you tame lions with a sugar whip?

Chris Eckert wants to try his hand at an organic syrup with unusual flavors. The trained chef and founder presents his high-quality organic syrup to the lions, which contains no additives and is available in unusual flavors such as rhubarb tonka bean and kola herb. He is supported by Marc Busch, who has been with him since the start of the project. The sugar syrups can be used in a variety of ways - whether in cocktails, punch or as a refinement in the kitchen.

The idea arose from Eckert's passion for culinary delights, design and nostalgia. The syrup should not only taste good, but also look good. Chris has been working on his product for over 12 years and now sells it through various channels such as restaurants, retailers and major customers. With an investment of CHF 100,000 for his company's 15%, Chris wants to take his business to the next level.

The lions ask Chris various questions about the origin of the raw materials, production and costs. Chris attaches great importance to the quality of his raw materials, which he sources from regional producers. He emphasizes that his syrups are produced naturally and without artificial flavours or colourings. Felix Bertram praises the appearance of the product, but expresses concerns about the brand name Zuckerpeitsche, as sugar has negative connotations in the current trend. Chris explains that the name is deliberately intended to polarize and emphasizes that the syrup is not too sweet, but balanced. The lions are pleasantly surprised that Zuckerpeitsche is not as sweet as the name suggests.

Felix Bertram sees no personal added value as an investor and drops out, as do Lukas Speiser, Tom Zimmermann and Jürg Schwarzenbach. Anja Graf is enthusiastic about Zuckerpeitsche. She sees the natural ingredients and the aesthetic approach as a suitable addition to her own gastronomy products. She offers Chris the requested 100,000 francs, but asks for 30% company shares. After a short negotiation, the two agree on 25% and Chris leaves the cave with a deal.

The lions seem skeptical, can the prototype convince?

A carport that doesn't require a building permit - that's what two friends from Lucerne, Daniel Rudin and Patrick Eberling, want to sell to the lions. But the lions are skeptical. How practical is this invention and does it need planning permission? The car shelter consists of a patented net and pole construction that can be quickly assembled and dismantled. The shelter protects cars from hail, sun, dirt and ice. As the carport is not anchored to the ground, no building permit is required for the carport, according to the two founders. The main target group for the product is private individuals with outdoor parking spaces, as is often the case with detached houses. Daniel and Patrick are offering their company's Löwen 15% for an investment of 80,000 Swiss francs.

Lukas Speiser criticizes the cumbersome assembly and disassembly of the product. He refers to existing automatic solutions that can be retracted and extended at the touch of a button and asks about the advantage of the Oado over these alternatives. Daniel and Patrick argue that they do not know of any automatic systems that work without being anchored to the ground and emphasize once again that the Oado does not require a foundation and does not need a building permit. Jürg Schwarzenbach is critical of the lack of theft protection, as the rack simply remains on the ground when the car is driven away. Daniel and Patrick explain that the shelter can be folded up and stored safely, but concede that the anti-theft protection is a weak point that they still want to improve.

Anja Graf in particular is skeptical of the founders' claim that no planning permission is required. She recounts her own experience in which a simple tent in front of her food truck was considered problematic by the municipality, even though it was not anchored to the ground. Graf points out that this can be a gray area and that it depends heavily on the municipality and the neighborhood whether such structures are tolerated. 

In the end, the founders are unable to convince the lions despite their best efforts. The lions either do not see a sufficient market for the product or have doubts about its feasibility.

The innovative picture frame for children's art

The whole apartment is full of the little ones' works of art and new ones are added every day. Jacqueline Müller and Cengiz Müller have come up with something special. The founding couple introduce the lions to their picture frame, which was specially developed for children's drawings. The Jamu frame offers space for up to 100 pictures, which can be easily exchanged thanks to a clever magnetic and rotating system. The frames are made by hand in a social workshop in Switzerland from high-quality solid wood. Jacqueline and Cengiz have already achieved a turnover of 500,000 francs with their product and would like to scale their company further. They are offering the lions 10% company shares for an investment of 100,000 francs.

The idea was born during the lockdown, when the couple were looking for a practical way to store their children's drawings in an orderly fashion. After a successful crowdfunding campaign that raised 48,000 francs, they were able to produce their first 1,000 frames. They have since sold 5,000 frames, mainly via their online store.

The lions are impressed by the idea and its success so far, but are skeptical about its international scalability and the lack of patent protection. The frames cost between 79 and 109 francs, depending on the type of wood and size. With a margin of around 55%, the production costs are around 38 francs per frame. Jacqueline emphasizes that the high quality, the use of solid wood and the production in a social workshop justify the costs. 

Lukas Speiser warns: "If you can't achieve the same sales price in Germany, your margin will be a lot smaller." These concerns relate in particular to the price and willingness to pay abroad. Cengiz responds that they are currently preparing a second plant in Germany in order to produce there and optimize costs. Felix Bertram sees a lot of potential in production in a social workshop and the sustainable approach, but believes that an investor is not the right path for the founders. No lion gets in, but the founders leave the cave with valuable feedback and the promise of some personal orders from the lions.

You can watch the program here: https://www.oneplus.ch/catalog/1000604

The skills and labor shortage in Switzerland shows little sign of easing and has thus long been an everyday occurrence for recruiters. The shortage of skilled workers increased by a further 24 % in 2023 compared to the previous year, reaching a new record level. Recruitment therefore remains a major challenge for companies (University of Zurich, Swiss Skills Shortage Index).

This has an impact on the day-to-day work of recruiters: a full 91% say that there are high expectations and demands placed on them by company management, while for 83% the shortage of skilled workers means a higher administrative workload. As a result, recruiters feel increasingly under pressure: 65% complain of high emotional tension and stress.

"Much of the pressure that companies feel due to the shortage of skilled workers is passed on to HR managers. However, they often have limited scope for action and few resources at their disposal to counteract it," says Sandra Bascha, Head of Communications Switzerland. "Company management must work closely with their HR departments to create the right framework conditions in order to position themselves as an attractive employer. Employees expect flexible working hours, fair pay and a good work-life balance." 

AI as the key to easing the burden

When asked about the activities that recruiters spend the most time on in the application process, more than 39 percent of respondents say onboarding processes and administrative tasks for new employees, as well as researching and actively approaching suitable candidates (39 %) and organizing and conducting interviews (39 %). The screening of applications and CVs also takes up a large amount of time in the recruiting process (35 %), as does the evaluation of feedback and assessment of applicants after interviews (26 %).

At the same time, almost half of HR employees would like to spend more time organizing and conducting interviews (47%). Around 39 percent would like to invest more energy in selecting suitable candidates from the applications received. 36 percent would like to intensify their active sourcing, i.e. the proactive search for new employees. The establishment and maintenance of talent pools is on the wish list of 35 %.

This makes it clear that using AI to reduce the workload in the recruiting process can be an effective solution to create space for tasks: "Artificial intelligence can be a helpful support for HR managers to automate processes or create job advertisements more quickly," says Sandra Bascha. "Administrative time wasters in particular can be effectively reduced in this way and create space for the core competencies of recruiters."

Applicants are becoming increasingly demanding in the recruiting process

The shortage of skilled workers not only makes the recruiting process more difficult, but also more complex, as the demands of applicants have increased significantly: 82% of HR managers fully or somewhat agree with the statement that the shortage of skilled workers has led to a significant increase in the non-commitment of applicants. Examples of this include ghosting, poor availability, rejections despite acceptances and little feedback from actively contacted candidates. 17 percent have already experienced ghosting very frequently or frequently, a further 54 percent occasionally. In addition, 89 percent of respondents report that applicants have increasingly high expectations of job conditions, corporate culture and benefits. These include flexible working hours, attractive remuneration and career development as well as promotion opportunities.

Appinio also surveyed 500 employees in Switzerland for the Xing job market report, which revealed that most candidates want a speedy application process and feedback within one to two weeks. For longer response times, approval drops rapidly. For applicants, a lack of feedback (33 %), long waiting times (32 %) and impersonal communication in the form of automated responses and standardized rejections (26 %) are the most annoying factors in the job search - this puts additional pressure on recruiters.

Recruitment is the focus of annual planning

Back to the recruiters: What plans do they still have for the remainder of the year? For most respondents, finding new employees through active sourcing is the most relevant point (39 %). Active sourcing is rated as somewhat to very important by 88 percent. For 35 percent, conducting job interviews is at the top of the to-do list. Advertising vacancies, as well as filling vacancies through passive sourcing, is on the agenda of around one in four (28 %).

In addition, 27 % consider the general fight against the shortage of skilled workers in the company to be the most important topic that HR managers would like to focus on in the coming year. Digitalization and the use of artificial intelligence is only an aspect for 26 % of those surveyed in order to better meet the challenges of the skills shortage. "However, the transformation of the world of work requires smart recruiting, a new way of looking for jobs and flexible working models," emphasizes Sandra Bascha. "Recruiting is a success factor. The responsibility for this must not just rest on the shoulders of the HR department, but must be strategically anchored in the company management."

Source: www.xing.com

The Swiss Franke Group, headquartered in Aarburg, has concluded a purchase agreement to acquire 100% from the Wesco Group, a premium manufacturer of high-quality extractor hoods and ventilation systems in Switzerland and Germany. Completion of the transaction is still subject to approval by the relevant competition authorities. Financial details of the transaction will not be disclosed.

Wesco AG, a subsidiary of the Wesco Group, is a recognized expert for extractor hoods and air filtration in homes, schools and offices in Switzerland. berbel Ablufttechnik GmbH, the Group's German subsidiary, is a leading brand for extractor hoods and cooktop extractors in Germany. In the 2022/2023 financial year, the Wesco Group generated net sales of 97 million Swiss francs and employed a total of 280 people.

Strong brands unite under Franke Home Solutions

The Wesco Group becomes part of Franke Home Solutions, a division of the Franke Group and the world's leading provider of intelligent systems and solutions for the home kitchen.

The acquisition of the Wesco Group offers the Franke Group the opportunity to strengthen its position in the market for extractor hoods and to gradually achieve a leading position in Germany and Switzerland. With its Wesco and berbel brands, the Wesco Group is strongly represented as a premium supplier on the Swiss and German markets for extractor hoods and complements and strengthens Franke's offering both geographically and strategically. The berbel brand in particular is known in Germany, the largest European market, for its unique technical solutions, outstanding workmanship and design.

Barbara Borra, CEO of Franke Home Solutions, comments: "The acquisition of Wesco is an ideal strategic fit for us. Wesco brings advanced air quality technology and a strong distribution network in Switzerland and Germany to our company. By leveraging Franke's global reach and financial strength, we can support Wesco's growth both in its traditional markets and internationally. In Wesco, we have found a company that shares our values in terms of quality, technology and innovation."

Beat Ernst, owner of the Wesco Group, explains: "As part of a succession plan, I have decided to sell my company to Franke. As there is no succession in our family environment, it was important to me to find a sustainable solution to hand over our life's work into good hands. Franke has the necessary expertise and resources to fully exploit the potential of our brands and position them even more successfully on the market."

Source: www.franke.com

The start-up data from 01.01.2024 to 30.09.2024 is positive. The number of companies founded this year is at a record high level and, if the frequency of start-ups continues, will exceed the start-up record set in 2023. By the end of the third quarter of the current year, an average of 143 companies were founded every day across Switzerland. This represents growth of +2.2 % compared to the same period last year.

One trend that continues to be noticeable in start-up behavior is part-time self-employment. "Many of our founders want to play it safe and start their own business alongside a job," says Simon May, Co-Managing Director of the IFJ.

Around one-seventh of the workforce is self-employed

The relevance of start-ups in Switzerland is not only evident in the area of innovation and international competitiveness, but also in terms of employment. According to the latest SAKE, 14% of all employed persons are self-employed. That is 679 thousand people. The trend towards part-time self-employment can also be substantiated with figures from the SLFS. This is because 8.2% of all gainfully employed people in Switzerland have more than one job. Self-employment, and thus also start-ups, play an important role in Switzerland, as they not only offer an employment opportunity for the self-employed, but also create additional jobs for employees.

The IFJ's national analysis shows how company formations have changed in detail from Q1 to Q3:

Start-up growth in all regions

In the period from January 1 to September 30, Southwestern Switzerland (+5.6%) and the Zurich region (+2.0%) are the major regions with the most significant growth. The Espace Mittelland region (+1.5%), Central Switzerland (+1.4%), Eastern Switzerland (+1.1%) and Ticino (+0.8%) also recorded very positive figures, while Northwestern Switzerland (-0.5%) recorded a slight decline.

Cantons at start-up peak

In 18 cantons, the number of new start-ups increased from the first to the third quarter compared to the same period last year. These are currently the cantons with the highest growth in Swiss company start-ups: Appenzell Ausserrhoden (+15.3%), Uri (+12.6%), Appenzell Innerrhoden (+11.2%), Vaud (+7.9%), Valais (+7.0%), Fribourg (+6.5%), Glarus (+6.6%), St. Gallen (+5.6%), Zug (+3.8%), Obwalden (+3.5%), Schwyz (+2.3%), Zurich (+2.0%), Geneva (+1.9%), Bern (+1.2%), Neuchâtel (+1.1%), Aargau (+0.8%), Ticino (+0.8%) and Basel-Stadt (+0.6%).

Fewer start-ups are currently being founded in these cantons

The cantons with only slight percentage losses are Graubünden (-0.9%), Jura (-3.0%), Nidwalden (-3.1%), Solothurn (-2.5%) and Lucerne (-2.3%). A clear decline can be seen in the cantons of Basel-Landschaft (-4.7%) and Thurgau (-5.1%). The sharpest percentage decline in company formations was recorded in the Commercial Register Office of the Canton of Schaffhausen (-15.9%).

Legal forms in comparison

In Switzerland, the limited liability company (GmbH) is the most popular legal form when it comes to founding a new company. A total of 15,324 (+1.6%) new limited liability companies were registered in the period Q1 to Q3 2024. The increase in newly founded sole proprietorships is surprisingly high, with 13,674 new registrations, a growth of 4.2% compared to the same period of the previous year. A decline of -4.4% was recorded for general partnerships and -1.2% for public limited companies.

5-year comparison

On average, 37,183 new companies were registered in the period from January 1 to September 30 in the years 2020 to 2024. With growth of +5.3% compared to the 5-year average and +2.2% compared to the same period of the previous year, the first three quarters of 2024 are at a record level and well above average with 39,166 new start-ups.

More new companies. More self-employed. More part-time employees

Simon May, Co-Managing Director of the IFJ, says: "The current year once again impressively demonstrates that Switzerland is a sustainably good place to set up your own company. The positive trend in the number of new company start-ups in the first nine months is very pleasing for Switzerland as a business location."

Currently, an increase in the number of sole proprietorships can be observed, which goes hand in hand with the latest figures from the labor force survey (LFS). Today, 14% of all employees are self-employed.

The commitment of the public sector in the area of location promotion has a positive effect on the development of company start-ups. "Numerous cantons, economic regions, cities and municipalities support start-ups. This also motivates people to take the step to start their own company and brings long-term growth at all levels," says May.

The current company foundation figures are very positive and all signs indicate that the company foundation record will be broken this year.

Source: www.ifj.ch

Geberit CEO Christian Buhl has recognized the signs of the times: He knows that the company's success also depends in part on its own successful vocational training, said Christian Fiechter, President of the Hans Huber Foundation, in his laudatory speech. It is exemplary when Buhl says of himself that, even as CEO of a global corporation, he himself always wants to remain a learner. His courageous commitment is helping to combat the shortage of skilled workers.

The Vorarlberg roofing entrepreneur Urs Peter is in no way inferior to him. He has made a virtue out of necessity, because 20 years ago his roofing and tinsmith company was still struggling to attract the odd application for an apprenticeship. Today, things are different: Peter Dach has become a popular training company with exciting incentives in monetary and non-monetary form as well as holistic personal development, and even runs its own vocational academy.

Urs Berger, former CEO and Chairman of the Board of Directors of "Mobiliar", paid tribute to the educational landscape in his speech, referring to the two award winners. The system is "perfect for being able to react to challenges in the future". As a result, the economy and society have always remained adaptable and have developed further, seized opportunities and found innovative ways: "This requires people who are courageous and willing to get involved."

Source: www.hanshuberstiftung.org

1. interruptions by colleagues at peak times   

You have a lot to do and your colleagues keep coming to you with questions or requests. It's tempting to refer them to your voicemail, but this only leads to an overflowing inbox. It's better to ask them to come back an hour later or to call at another convenient time. Problems often resolve themselves or turn out to be less urgent than expected. This way, your inbox stays clean and you keep track of everything.   

2. difficulties in saying "no 

Are you afraid of being seen as unsympathetic if you say "no"? It just depends on how you say it. For example: "I'm working on an important project at the moment. Can someone else do it?" or 'Can I do it later in the day? If you remain friendly and helpful, you will come across as professional without taking on any extra work.   

3. colleagues are difficult to reach    

Working with unavailable colleagues can be frustrating. Instead of waiting for an email response, schedule regular office hours. This will ensure that important information is exchanged in a timely manner and that your work does not come to a standstill. Don't forget to agree clear deadlines too.   

4. unattainable deadlines    

Everyone has experienced it before: a deadline that turns out to be unachievable. The secret? Early communication. If you realize that you are behind schedule, discuss this immediately with your supervisor and suggest an alternative solution. For example: "I can't do this today, can someone help me?". This way you avoid last-minute stress and show that you are thinking ahead.   

5. relapse into inefficient habits   

It's hard to break old habits, especially when you get distracted. Do you find yourself constantly reaching for your phone while you're trying to deal with an email? Put it on silent or put it aside. No one is perfect, and it's okay to stray sometimes as long as you're aware of your behavior and correct it in time.   

6. ad hoc tasks disrupt your to-do list    

Ad hoc tasks are small, non-urgent tasks that recur frequently and can significantly disrupt your plans. The solution? Think of your tasks as stones and gravel. The "bricks" are your most important and urgent tasks, the "gravel" are the small, less important tasks. If you're not careful, you'll soon only be dealing with the gravel. So always start with the stones so that you can really begin with the most important tasks. You can deal with the gravel later.   

7. poor planning by your supervisor 

Sometimes your manager's poor planning causes extra work. Have the courage to be honest if you don't have room in your schedule. For example, suggest: "Can I do this tomorrow because I don't have room today?". Flexibility is good, but you are also allowed to set your limits. Good communication is key here.

8. constant rescheduling due to urgent tasks   

Unexpected urgent tasks can disrupt your day. Reserve a block of time each day for these unforeseen tasks. It is important that you have room in your schedule to reschedule. At the end of the day, you can evaluate: Was it really urgent, or could it have been avoided? This will help you to plan and prioritize better.  

Source: www.robertwalters.ch

A highly topical subject, a cross-generational panel of speakers, good opportunities for networking: the Eastern Switzerland HR Day on 26 September attracted over 250 visitors to St.Gallen's Olma Hall 9.1. It was a small anniversary: the meeting for HR professionals from Eastern Switzerland was held for the 20th time. "If the HR Day were a person, it would probably belong to Generation Z," said moderator Sabine Bianchi. However, this did not apply to the participants: The majority of them belonged to either Generation X or Generation Y.

But does such a division into "generational pigeonholes" even make sense? Dr Ronald Ivancic, lecturer at the Institute for Organization and Leadership (IOL) at the OST - Eastern Switzerland University of Applied Sciences, addressed this question. He pointed out that Generation Y was already asking similar questions of society as Generation Z is today. This means that the differences would primarily result from the respective age and different life circumstances. This is because lifestyles and the associated values change depending on where you are in life. For this reason, generational analyses - and the business with them - should be viewed critically, says Ivancic. Instead, companies need to focus on creating diversity between the generations - "diversity instead of uniformity" was the title of his presentation. And according to Ronald Ivancic, this can only be achieved by working on the culture: "Structure leads to behavior, behavior leads to culture," says the expert.

What the young generation expects from employers

The participants in the subsequent "Generation Talk" also came from the different life circumstances propagated by Ronald Ivancic. The discussion repeatedly revolved around the prejudices with which the different generations are confronted. Ivo Riedi, Head of Vocational Training at the SFS Group, a baby boomer about to retire, warned against stereotyping. Not all young people are "lazy". Michèle Mégroz, CEO of CSP AG, on the other hand, finds it enriching to work with different generations and envies the self-confidence of today's young people in contrast to the past. And when asked what these young people expect from their employers, 18-year-old Anastasia Kurer, who has just started her first year of training, provided the following keywords: Appreciation, respect, a commitment to sustainability and an open culture of discussion at eye level - including with bosses.

Making better use of the potential of the older generation

Michèle Bongetta, Managing Director of the Zihlschlacht and Dussnang rehabilitation clinics, took a look at the practical side of healthcare. Large teams are still common in hospitals, and a "jack of all trades" is needed to manage them, according to the speaker. Coupling this with the demands of the different generations arriving today is difficult. Michèle Bongetta sees the key in a personnel policy with clear and uniform rules, particularly with regard to work-life balance and targeted measures for personnel development and career planning. In his presentation, Hans Rupli, President of focus50plus, explained the need to make better use of the potential of the older generation due to demographic change. Although employees over the age of 50 can score points above all with their experience and social skills, they also need additional training in areas such as digital transformation. This is also an opportunity for knowledge transfer from the younger to the older generation - and vice versa. Hans Rupli also regrets that today's education system is too strongly geared towards young people and that there are too few opportunities for lateral entries or even a career change with an apprenticeship from the age of 50.

From digital natives to AI locals: the future of Generation Alpha

The brilliant conclusion was set by the young futurologist Tristan Horx. He explained the difficulties faced by the younger generation today with an epochal change that we are currently experiencing. We are in the process of saying goodbye to the industrial model of life that characterized our parents' and grandparents' generation. Our lives will be increasingly characterized by different phases with ever shorter intervals between education and work. Each phase will be preceded by crises and transformations. Tristan Horx sees the current challenge in the fact that several different generations are currently participating in economic life and asserting their demands. And he promises the future Generation Alpha a rosy future: they will experience the end of the fossil age, have the longest life expectancy and have changed from "digital natives to AI locals". "If robots become better and better robots, people will have to become more humane people," says Tristan Horx. "The future is created when relationships succeed," and that is independent of generations.

Conclusion of the conference: Breaks between generations and eras are nothing new, and neither are discussions about them. The decisive factor is how they are dealt with - not only in HR departments, but also in the entire company management. Roland Siegenthaler summed this up in a humorous graphic recording at the end.

About the Eastern Switzerland Personnel Day

The Eastern Switzerland HR Day is one of the most important HR conferences in Eastern Switzerland. Its aim is to bring together HR experts, HR specialists and HR managers as well as managers from SMEs and to address current and fundamental issues. The Eastern Switzerland HR Day was developed together with the HR Ostschweiz association and successfully held for the first time in 2005. Today, HR Eastern Switzerland and the OST - Eastern Switzerland University of Applied Sciences act as patrons of the event.

More information: www.personaltag.ch

Occupational safety and fire protection are often concerned with similar issues - but they often have conflicting objectives. It therefore makes sense for fire safety experts and occupational safety managers to regularly exchange information and develop solutions together.

They do this in the VBSF, the Swiss Association of Fire Protection and Safety Professionals, among others. Its members include many fire protection specialists as well as many occupational safety experts.

Fire protection meets occupational safety

It will be exactly the same on March 20, 2025 at the KKL Lucerne. The VBSF Conference 2025 will take place there, which is aimed at all those interested in fire protection and occupational safety, regardless of whether they are VBSF members or not.

Participants can look forward to a total of ten lectures, each between 30 and 60 minutes long, as well as two workshops of 90 and 120 minutes each. All presentations and one workshop will be bilingual and translated from German into French. There are also continuing education credits for participation: Swiss Safety Center AG counts the event as one day of continuing education for specialists in fire protection ISO 17024. The VKF recognizes the VBSF symposium as 1 day of further training. Continuing education points for the occupational safety track have been applied for from the SGAS.

Track occupational safety

The VBSF Conference 2025 is divided into two parallel themed tracks. Participants can choose which parallel presentations they would like to attend.

The occupational safety track starts with a workshop on digital tools for occupational safety and health protection. Requirements for occupational health and safety measures are constantly increasing, particularly with regard to documentation. Digital tools are ideal for maintaining an overview and legal certainty. Marco Lobsiger, Managing Director of Lobsiger & Partner GmbH, will run through various scenarios with the participants to show how such tools can support safety officers.

The following lectures deal with topics such as:

• First aid concepts in the companyDoes every company need a first aid concept and what needs to be thought through and included? What are the differences between such concepts for smaller and larger companies? (Bruno Ducceschi, Vice President of the Swiss Association for Company First Aid)
• Laboratory guideline and hazardous substances - practical application examplesThe lecture presents current examples of the practical application of the EKAS laboratory guideline. Common questions that a project is confronted with are outlined, corresponding articles of the directive are explained and answers found in projects are presented. (Thomas Plattner, Safety Engineer EigV, Project Manager and Partner RISAM AG)
• CMR substances - carcinogenic, mutagenic and toxic for reproduction: CMR substances are often underestimated, as affected employees can often be exposed for a long time without causing illness. Why are CMR substances dangerous, how do you recognize them and where can you find information to protect employees? (Andrea Zemp, Consultant AS & GS and IRM, Swiss Safety Center AG)
• Minor quantities of solvents: Solvents can be found in many a company - where do they exceed the limit of de minimis quantities and how do companies have to deal with them if they are below this limit? (Felix Gell, consultant and owner of Gsell Sicherheit GmbH)
• First responder systems in Switzerland: More and more cantons in Switzerland have first responder systems. The aim is to be able to provide first aid more quickly and therefore more successfully in a medical emergency. What different approaches are there and how can you get involved? (Roman Burkart, Managing Director of the Interverband für Rettungswesen IVR and President of the Swiss Resuscitation Council SRC)

Track fire protection

The fire protection track also addresses current and sometimes complex topics and issues - and this track also includes a workshop: for around 120 minutes, the participants plan various practical tasks, including SHEVS with special issues or façades with additional benefits for PV systems or greenery. In the workshops on fire protection planning conducted by Christian Kohler and Alois Schälin (AFC Academy / AFC Air Flow Consulting AG), participants will work on sample projects under guidance and with discussion and presentation of the plans.

The other presentations in the fire protection track cover the following topics:

• How do fire alarm systems and technical evacuation systems work together? The presentation describes the basis for the interaction, shows existing solutions and possibilities for the future and discusses the advantages of technical evacuation solutions. (Kurt Girschweiler, Head of Product Line Fire, Siemens Schweiz AG)
• Fire protection for electric vehicles in buildings: The cause of the risk discussion, technical comparisons of the vehicles and their risks, the influence of the load, the installation location, fire prevention and firefighting and the purpose of simulations - this presentation addresses all these topics. (Mario Venturini, fire protection expert and Managing Director of Sintegral.ch GmbH)
• Fires involving electric vehicles in (underground) parking garages: What does the fire department do when an electric vehicle catches fire in a (underground) garage, and how does this differ from a fire involving a conventionally powered vehicle? And: how can a company do the best possible preparatory work for the fire department? (Jan Bauke, Head of Training FWZS, Deputy Commander FW, Protection & Rescue Zurich)
• Fire risk from home storage systems - challenges and prevention strategiesThe number of photovoltaic systems and associated home storage systems is increasing rapidly. This development also increases the potential fire risk, which is also relevant for businesses. This presentation will highlight the risks and discuss possible prevention measures. (Marion Meinert, Professor for Safety & Security, Furtwangen University)

Occupational safety and fire protection at KKL Lucerne

The two tracks come together again at the end - namely when Jürg Schär (Head of Buildings & Safety at KKL Luzern) talks about occupational safety and fire protection at the venue of the VBSF Conference 2025. The KKL Luzern hosts concerts, congresses, a museum, restaurants and exhibitions, which means that different people are here at different times. So how are occupational safety and fire protection organized at KKL Luzern and what is important?

Accompanying exhibition and VBSF General Assembly 2025

There will also be an accompanying exhibition during the VBSF Conference 2025, where up to 16 exhibitors will present their products and services during the breaks. After the VBSF Conference 2025, the 47th VBSF General Assembly will take place from 4.50 pm, followed by an aperitif, to which of course only VBSF members are admitted.

The VBSF Conference 2025 is organized by bentomedia GmbH and the online platform safety-security.ch and supported by various sponsors: Siemens Schweiz AG is a gold sponsor, while the AFC Academy, CSF Wunderle GmbH and Lobisger & Partner GmbH with the web application safely are silver sponsors.

Source: www.vbsf.ch

This article originally appeared on m-q.ch - https://www.m-q.ch/de/vbsf-fachtagung-2025-brandschutz-trifft-arbeitssicherheit/

The "handover of the baton" took place at the General Assembly on August 29, 2024. After more than two and a half years of intensive commitment and development work for the CHDU, Giacomo Garaventa handed over his office to an experienced successor expert and fellow board member, thus arranging his succession as association president.

"I will be highly motivated to work for the interests of our association members and the further development of SME company succession in Switzerland. I am fortunate to be part of a board that shares my passion for SME succession and has a wealth of specialist knowledge. I am looking forward to the challenges ahead, many exciting projects and, above all, to achieving sustainable progress in favor of succession through and with our association," said Hans Jürg Domenig on taking office as the new CHDU President.

He is particularly keen to anchor company succession as a fixed economic and social factor on Switzerland's political agenda. "We therefore expressly welcome the initiative by Central National Councillor Dominik Blunschy (SZ) at the beginning of June this year, which calls on the Federal Council to remove barriers to successful company succession, and are committed to ensuring that the next steps follow," he added.

Hans Jürg Domenig is one of the founding members of the association and, as a board member responsible for "Practice & Teaching", has dedicated himself to the development and expansion of further training courses for succession consultants. He has been active in succession planning for SMEs since 1997 with his company Ansatz AG Firmen-Nachfolge-Verkauf. Thanks to his extensive network, he has initiated collaborations for the CHDU association with Sales Swiss, Nosuf and the Smallholders' Association. Domenig is the "driving force" behind the recruitment of other industry and professional associations under the umbrella of the CHDU in order to jointly promote company succession.

Source: www.chdu.ch

The SVEB Industry Monitor is published once a year and monitors developments in the continuing education sector, particularly in the areas of the economic situation, supply, demand and staffing levels. The results are based on the SVEB's Provider Survey 2024, which is based on information from 423 continuing education organizations.

Demand on the rise again

Following the severe slump in supply and demand as a result of the coronavirus pandemic, the continuing education sector has been in a phase of recovery since 2022. All four dimensions show a slightly positive industry trend in 2023 and the continuing education providers surveyed also expect a positive trend for the current year. Just over half expect an increase in demand and supply volume for 2024. The assessment of the economic situation is positive, but more subdued than in the previous year, which could be an indication of falling margins.

The digitalization push in continuing education practice associated with the pandemic has slowed down somewhat in the meantime, and in some cases a backward movement is even evident. Developments in offerings in connection with AI have only been mentioned sporadically so far.

Individualization as a challenge

In addition to the resource-intensive development of new courses and the continuous improvement of existing courses, providers consider individualization and flexibilization to be a challenge. As requirements and skills in the world of work change very quickly, the continuing education sector must also be able to react flexibly.

At the same time, some providers state that they find the recruitment of qualified personnel challenging. Employee retention is also difficult in some cases, as there are many alternatives for qualified training personnel.

Source: www.alice.ch

Global software company N-able, which helps IT service providers deliver remote monitoring and management, data protection as a service and security solutions, has published "The MSP Horizons Report". As part of the analysis, N-able examines the current state of AI and how MSPs are using it today. The data was gathered through a comprehensive global survey of managed service providers and in-depth interviews.

The 56 percent increase in disaster recovery events for Microsoft 365 domains is significant. This underlines the need for a dedicated backup of Microsoft 365 environments. Although Microsoft 365 offers excellent productivity tools for companies, these are vulnerable to cyber attacks. External and internal threats, accidental deletion and also regional compliance regulations make the solid backup of Microsoft 365 data essential.

"Backups should have been a matter of course for around 30 years. But the need to protect against the consequences of insider threats or external attacks has never been greater. Because cyberattacks are not only increasing, but also becoming more sophisticated, MSPs today need a backup architecture that is also resistant to ransomware," explains Chris Groot, General Manager of Cove Data Protection at N-able.

"Ransomware organizations are always loudly emphasizing that they can compromise basic backups. But they also specifically look for backup files to encrypt. MSPs know the problem," Groot continued. "Our report shows that organizations are increasingly turning to MSPs to help manage the ever-growing threat of ransomware and other cyberattacks. So MSPs need to position themselves as trusted advisors and service providers by deploying the tools and solutions to best protect their customers."

According to the N-able 2024 Horizons Reports 67% of the MSPs surveyed expect their backup services business to continue to grow. This is also supported by the year-on-year comparison: 

• 56 percent more disaster recovery events in connection with Microsoft 365.
• Around 1,000 more MSPs than in the previous year offer backup services for Microsoft 365 with Cove.
• Cove currently protects over 2.2 million Microsoft 365 end users, which is 46 percent more than last year. Around 42 petabytes of Microsoft 365 data are backed up.

"Ransomware continues to be one of our biggest concerns when it comes to protecting our customers," said Simon Beckett, Director at DynaCom IT Support Ltd. "So it's essential that we can effectively protect Microsoft 365 data, which is one of the highest risk areas for ransomware attacks. We've been avid Cove users for about ten years, because Cove makes it almost child's play to ensure we're always doing the right backup and disaster recovery for customers."

Source: www.n-able.com 

This article originally appeared on m-q.ch - https://www.m-q.ch/de/56-prozent-mehr-disaster-recovery-ereignisse-in-microsoft-365-domaenen/