The Swiss Venture Club (SVC), an independent, non-profit association for the promotion and support of SMEs in Switzerland, had actually wanted to award the Prix SVC Zentralschweiz 2020 in June 2020. But the pandemic put a spanner in the works. Finally, however, the time had come: on the afternoon of May 26, 2021, presenter Nik Hartmann welcomed the approved live guests at the KKL Luzern as well as the more than 180 viewers* of the live stream.

Award SME elite

According to Urban Camenzind, member of the cantonal government of Uri and jury president, and SVC regional manager Christoph Baggenstos, cancellation was never an issue. The six finalists were also checked again to see if they had retained their "prize-worthiness" during the "Corona extension". According to the jury, nothing had to be changed in the result - and the award winners could be kept secret until the end. "We award companies that belong to the SME elite in Switzerland. Our focus is on exemplary companies that create jobs and help shape the Swiss economy. With the Prix SVC, we offer these companies a platform to showcase their success to the outside world. Last but not least, the attention that our award winners receive through the Prix SVC should also be an incentive for other companies," says Baggenstos.

Six top-class finalists

The jury has selected the winner of the Prix SVC Central Switzerland 2020 from the following six finalists. These six companies were nominated in a multi-stage selection process from 120 companies in the region:

• allvisual ag, Steinhausen: Based on best practice, allvisual advises and implements services and solutions in the areas of digital transformation, product lifecycle management, smart manufacturing/service and 3D visualization for companies in the aviation, automotive, mechanical and plant engineering and medical technology sectors. Interesting detail on the side: at the origin of the company was the design and construction of helicopters. However, this area was eventually sold to an Italian company, which is now successful with it.
• Elbatech AG, Ibach: The company installs modern tunnel radio systems for rail operators throughout Switzerland, thus ensuring uninterrupted communication for all passengers. The design and installation of traction power systems and diamond drilling are other important areas of activity. A special feature of the company is that its fleet now includes its own locomotive.
• Gübelin, Lucerne: The company, known for its gemstone expertise, creates and produces jewelry in its in-house atelier under its own brand Gübelin Jewellery, and also sells world-renowned luxury watch brands in its boutiques. To ensure that the valuable raw materials - gold, gemstones - come from a secure source, Gübelin relies on blockchain technology.
• Renggli AG, Sursee: With over 95 years of experience as a timber construction partner and general contractor, Renggli AG offers energy-efficient and sustainable timber construction projects in modern architecture - equally for multi-storey residential buildings, commercial and public buildings as well as for single-family homes. The fourth-generation family business will celebrate its 100th anniversary in 2023.
• Seiler Käserei AG, Giswil: As an independent, owner-managed traditional company, Seiler Käserei AG has been producing excellent cheese specialties since 1928. Seiler processes only natural raw materials without additives. The milk comes from farms with controlled agriculture, directly from the slopes and valleys of the surrounding area. Some cheese varieties are also available in organic quality.
• Shiptec AG, Lucerne: With its shipyard and an engineering office, the company provides technical services in the fields of ship design and engineering, shipbuilding, ship overhauls, conversions and ship maintenance for professional and private shipping.

The winner of the Prix SVC Central Switzerland 2020

In the end, it was the innovative timber construction company Renggli AG, based in Sursee, that was able to accept the Entrepreneur Award, which was presented for the eighth time. Max Renggli expressed his gratitude with emotional words for the honor that had unexpectedly come to him and the staff gathered in a workshop in Schötz. Jury president Urban Camenzind, Director of Economic Affairs for the Canton of Uri, paid tribute to the winner in his laudation: "Renggli AG is known for energy-efficient construction with wood and is one of the MINERGIE pioneers in Switzerland and beyond. The family-owned company has already lived sustainability and put it into practice when this word was often still theory. Renggli AG is characterized by innovation and pioneering spirit. This also makes the company successful in business and equipped for the future." Renggli AG employs over 230 people at its locations in Sursee, Schötz, Granges-Paccot, Ascona and Winterthur. The family-owned company is managed in the fourth generation by Max Renggli, CEO and Chairman of the Board of Directors.

Elbatech AG and Shiptec AG in second and third place

Second place goes to Elbatech AG. This manufacturer of modern tunnel radio systems is characterized by innovative in-house developments and complete solutions. Elbatech was founded in 2007, is run by Florian Reichmuth and Stefan Franzen
and employs 45 people.

Bronze goes to Shiptec AG, the leading Swiss company in the shipbuilding industry. The company was founded in 2013 as a subsidiary of Schifffahrtsgesellschaft des Vierwaldstättersees (SGV) AG, but its wealth of experience dates back to 1931. Today, Shiptec AG employs over 70 people and is managed by Ruedi Stadelmann.

Three other SMEs from Central Switzerland, allvisual ag, Gübelin and Käserei Seiler, are on the diploma ranks and stand out for their special economic performance.

Prix SVC Central Switzerland: Publicity for SMEs

As the SVC's most high-profile activity, the Prix SVC has become a well-known event throughout Switzerland and is now held every two years in eight economic regions. In 2021, for example, the Prix SVC Espace Mittelland will be awarded in German-speaking Switzerland on August 19.

The Prix SVC Central Switzerland has now been awarded for the eighth time. Furthermore, the following companies have received this award
won: 2018 Seven-Air Gebr. Meyer AG, 2016 Thermoplan AG, 2014 Confiseur Bachmann AG, 2012 LK International AG, 2010 Geistlich Pharma AG, 2008 Max Felchlin AG and 2006 maxon Motor AG.

www.svc.swiss

The business of insurance and pension brokers in Switzerland, like the entire financial industry, is undergoing a transformation. In view of the ever more complex regulatory requirements, rapidly increasing digitalization and constantly rising pressure on margins, more and more brokers are combining to form larger units. Neutrass, which was founded in 1988 and has over 60 employees, is also following this trend and is one of the largest owner-managed insurance brokers in Switzerland. The company is now expanding its core region of Central Switzerland into the Lake Zurich area and taking over the two Thalwil-based, also owner-managed insurance brokers Kuster Consulting AG and INSUREit AG. These two companies have experienced high customer growth over the past few years. Their owners, Willi Staub and Ernst Uhlmann, are looking forward to working with a service and customer-oriented broker that relies on many years of experience and a strong team, according to a statement to the media.

Proud to be a Swiss company

Neutrass covers a broad range of specialist competencies, which are continuously and systematically strengthened. More than ten locations throughout Switzerland underline values such as customer proximity and regional presence. The company's corporate cultures are an excellent fit, the company adds. Neutrass states that it will remain owner-managed and that it places great emphasis on Swiss values: quality, reliability and competence. The company promises to continue its commitment to providing neutral and professional insurance and pension advice to small, medium-sized and large companies as well as public institutions in the Lake Zurich region.

Activity as an insurance broker has changed

Only 25 years ago, just under 20 percent of companies and self-employed persons were serviced by a broker. Today, the figure is around 70 percent. The focus is no longer on premium savings alone. Today, brokerage is much more complex: Clients expect impeccable coverage and benefits, as well as more relief in insurance and employee benefits administration. They also want many additional services, such as absence and case management, claims support, personnel orientation, pension and financial planning. These services and added values are accordingly also part of the Neutrass offering.

A-broker status with insurance companies

Rotkreuz-based Neutrass works on a brokerage basis with more than 50 renowned insurance companies and other financial service providers. Due to its size, longevity and quality, Neutrass enjoys, according to its own information, a very high reputation among product and solution suppliers and the status of an A-broker. This enables the company to negotiate more advantageous products, solutions and conditions for its SME and industrial customers from all sectors of the economy as well as public institutions.

Source and further information: www.neutrass.ch

On behalf of XING Switzerland, the market and opinion research company Marketagent.com surveyed 500 working people aged between 18 and 65 in German-speaking Switzerland on the subject of dream jobs. The sample is for the employed population in
representative of German-speaking Switzerland. A list of 47 specific professions was available for selection in order to determine the dream job. The most important result of the survey: Two out of three professionals would choose a different career today.

New dream jobs awaken desire for other careers

63 percent of those surveyed would choose a career today that was different from their current one. The main reason for this is the numerous new jobs that did not exist in the past. Changed personal interests and the desire to follow one's own vocation are other important factors. Only in fourth place comes the opportunity to earn more money in a different profession as a reason. Particularly in the middle age group of 30- to 39-year-olds, many would now take a different career path (74 percent).

Work-life balance most important factor for the dream job

A good work-life balance, a good salary and the opportunity to develop your own potential: For those surveyed, these are the most important factors that make up a dream job. The development of potential is particularly important to men. For women, the compatibility of job and family is also an important factor.

The dream job is not waiting in cyberspace

Professions related to digitization and social trends, such as software developer, climate researcher, drone pilot or e-sports expert, have not yet made it to the top of the dream job list. On the other hand, the top positions include a striking number of professions in which human contact and the physical environment play an important role. Ten percent of participants also state that their dream job has yet to be invented.

Women's dream jobs:
1. doctor
2. photographer
3. veterinarian
4. animal keeper
5. guide
6. accountant

Men's dream jobs:
1. travel guide
2. photographer
3. lawyer
4. doctor
5. architect
6. professional athlete

Dream jobs involve contact with people

XING Switzerland CEO Robert Bertschinger says of the study: "Despite the Corona pandemic, the list of dream jobs is headed by professions that are rather difficult to transfer to the virtual world. For many, the dream job involves direct contact with other people or, as in the case of travel guides and photographers, the opportunity to move freely. Although past studies have shown that professionals appreciate the possibilities of home office and flexible working, only a few see a dream job as a
activity that could take place entirely online."

Despite digitization and automation, very few people believe that their current job will soon become obsolete. Three quarters (77 percent) are convinced that their current job will still be around in 15 years.

Sources: XING and New Work

Despite the massive impact of the Corona crisis on global supply chains and the immense investment in crisis management, cyber risks continue to be perceived as the biggest threat by the global economy. This result is provided by the analysis and objective evaluation of various global risk studies and surveys conducted annually by the Funk RiskLab in Zurich. For the Funk Global Risk Consensus, the RiskLab evaluates leading studies and risk reports on global corporate risks and consolidates their results in a ranking, the Global Risk Consensus. The ranking of the top five global risks for companies is as follows:

1. cyber risks

As in previous years, companies feel most threatened by cyber risks in the Corona crisis. The professionalism of attackers (targeted division of labor among attackers as well as more efficient and effective attack processes) is developing dynamically and poses growing challenges for all companies. The Corona crisis exacerbated this development, as millions of office jobs had to be moved to home offices virtually overnight and largely unprepared in the spring of 2021. This made it easier for cyber criminals to gain access to corporate networks. The extent of potential damage cannot yet be estimated.

2. non-occupational diseases (pandemic)

For the first time since the regular publication of the Funk Global Risk Consensus, so-called "non-occupational diseases" made it into the top 5 corporate risks practically out of nowhere. A pandemic was not included as a major risk by any of the underlying studies in previous years. The pandemic risk disappeared from corporate risk assessments relatively quickly after an internationally significant event (e.g., swine flu, bird flu, SARS, Ebola) because the probability of occurrence was considered very low. This shows that risk specialists and management also quickly forget and direct their focus on obvious risks, thereby neglecting latent risks. It is obvious that the risk of a pandemic, with its enormous impact and underestimated probability, has become significantly more relevant as a result of the corona crisis. It remains to be seen how long the pandemic risk will remain in the consciousness of corporate managements.

3. changing regulations

Equally weighted as in the two previous years, but downgraded by one rank, was the risk of rapid changes with regard to national and international regulations. In times of major change (digitization, climate change, energy transition, shifts in global political power), this risk remains on the risk managers' monitor.

4. unfavorable market developments

Unfavorable market developments continue to rank among the top 5 risks for companies in the assessment of risk specialists and management. In view of the current global uncertainties and the far-reaching consequences associated with the risks ranked first to third, as well as the associated economic imponderables, this assessment is very understandable.

5. extreme weather events

Global climate change is also leaving its mark on risk assessment. The trend toward more and larger floods, long periods of drought, and major storm fronts is manifesting itself abundantly in the risk reports of leading organizations. Climate change is not only affecting entire industrial or tourist regions, but also the global supply chains of companies. The economic impact of extreme weather events in 2020 was particularly significant in the Asia Pacific and North America regions.

Shortage of skilled workers not part of risk assessment at present

In a direct comparison with the previous year, it can be seen that the "shortage of skilled workers" risk has moved out of the top 10 risks faced by companies from its position as number 4 in 2020. This may be a short-term, Corona-related phenomenon, according to Funk's assessment.

Source and further information: Radio group

At the Annual General Meeting of Valiant Holding AG, shareholders voted in favor of a stable dividend. It remains unchanged at 5 francs per share. The payout ratio is 65 percent and is within the target range of 50 to 70 percent set by the Board of Directors. A total of 78.9 million francs will be paid out to shareholders. Valiant has a strong capital base. It clearly exceeds the FINMA requirements regarding equity capital resources.

Change in the Board of Directors: Roger Harlacher new member

Franziska von Weissenfluh, member of the Board of Directors since 2011, did not stand for re-election at the Annual General Meeting. The Board of Directors thanks her for her many years of valuable service to the company. Franziska von Weissenfluh has made a major contribution to the successful further development of Valiant.

The Annual General Meeting elected Roger Harlacher as a new member of the Board of Directors. He has a great deal of experience in corporate management. The 55-year-old business economist has worked for Zweifel Pomy-Chips AG for 25 years, from 2015 until June 2020 as CEO, and since then as a member of the Board of Directors. Roger Harlacher is also involved in various bodies in the communications and advertising industry, for example as President of the Swiss Advertising Contractors Association, and on the boards of SMEs.

Solidarity with Valiant

Due to the Corona pandemic, the 24th Annual General Meeting was broadcast on the internet and took place without the physical participation of shareholders. 51.8 percent of the votes were exercised by the independent proxy. The high percentage illustrates the solidarity of the shareholders with Valiant, according to a statement to the media.

Source and further information: Valiant Bank

The measures surrounding the pandemic have affected the mental health of many people. Prevention and early detection have therefore become even more important for companies in recent months. After all, depression, anxiety disorders, psychoses or addictions are not as visible as acute physical injuries. Nevertheless, first aid is necessary, just like in an accident. In ensa's first aid courses for mental health, you can learn adequate behavior in case of mental problems of fellow human beings.

First aid talks for managers

Pro Mente Sana recorded twice as many registrations for the ensa first aid courses for mental health, according to a statement to the media. Until now, these were aimed at all interested lay people. Now, the foundation has launched an offer tailored to people with management responsibilities. The first edition of the "First Aid Talks for Leaders" course took place as a webinar on May 17. Others are available on the Website of ensa tendered.

Recognize behavioral changes

Managers make a significant contribution to an open working environment in which mental impairments are openly discussed and addressed. The Pro Mente Sana course shows them how best to deal with their special role. This means not approaching employees too hesitantly and still respecting their personal privacy at all times.

In the 4-hour course, people with management responsibility at all hierarchical levels learn to care for the health of their employees by recognizing changes early on and taking action before performance slumps, work stoppages or terminations occur. One focus is on the practical part, in which first-aid talks are practiced in role plays.

ensa courses as a basis

The contents of the "First Aid Talks for Managers" are based on the experience Pro Mente Sana has gained in conducting ensa courses as well as on the needs of organizations and companies.

ensa is a program of the Pro Mente Sana Foundation, co-initiated and supported by the Beisheim Foundation. Thanks to the joint commitment, the foundation stone was laid in 2019 for ensa courses in Switzerland, which have since been continuously developed and are already offered in several languages and formats.

Current course dates and times

Today, the reality of our economy is already sustainably influenced by technology at all levels, and executives are thus empowered to actively shape change and the future of their industry. These are the findings of "Technology Vision 2021" by the consulting firm Accenture. The study surveyed more than 6,200 business and technology executives worldwide.

Build a new Digital Core

According to the study titled "Trailblazers Wanted: How masters of change are seizing the moment," leading companies have begun to accelerate their decade-spanning transformation plans and shorten them to two to three years. The prerequisite for this is the establishment of a New Digital Core. This not only enables companies to adapt to new developments and innovate at record speed. It also equips companies for challenges such as the COVID 19 pandemic. Technology leaders today are growing revenue five times faster than laggards. Between 2015 and 2018, their growth was only twice as fast. As a result, numerous companies are vying to reinvent themselves and shape their current situation through technological innovation.

The right tech architecture fosters change

"Business and technology strategies are inextricably linked. 77% of Swiss decision makers know that tech architecture is increasingly important for business success. Tech Vision 2021 examines which technology choices are driving transformation and maintaining competitiveness" says Marc Zollinger, Co-Lead Technology, Accenture Switzerland. "Ninety-two percent of respondents said innovation is top of mind for their business this year. In addition, 91 percent of global executives believe their company must help shape tomorrow's market if it wants to conquer it. To do this, companies must become "masters of change" and keep three points in mind:

1. Leadership and technology belong together. In a time of permanent change, those who place the use of technology at the center of their business strategy will succeed.
2. Managers can no longer wait for circumstances to change. They must create them themselves by radically changing their approach and mindset.
3. Leaders must become aware of their responsibilities. Technologies must be designed and applied in a way that has a positive impact on a more sustainable and inclusive world.

Five key trends

The study identifies five key trends for the next three years:

• A New Digital Core for a Better Future - Companies are increasingly competing for their technology architectures. Building the most competitive infrastructure requires a new perspective. That's because business and technology strategies are inextricably linked - and even indistinguishable. 89 percent of executives (73 percent in Switzerland) believe that their company's ability to generate business value increasingly depends on the limits and capabilities of the tech architecture they use.
• Mirrored world - Leading companies are creating intelligent, digital twins to map virtually living models of factories, supply chains and product lifecycles. The fusion of data and intelligence is opening up new opportunities for operations, collaboration and innovation. 65 percent of executives surveyed globally (but only 55 percent from Switzerland) expect their company's investment in intelligent digital twins to increase over the next three years.
• I, the technologist - All employees can innovate, optimize their work and solve problems. By doing so, employees themselves ensure that their company keeps pace with new and changing demands. 88 percent of executives believe that democratizing technology is critical to driving innovation in their organization.
• Anytime, anywhere - Bring Your Own Environment has led to unprecedented flexibility in many organizations. Employees have the freedom to work seamlessly from anywhere - whether at home, in the office, or at the airport. Within this model, executives can rethink the purpose of working in any location and seize the opportunity to shape their business in this new present. 81 percent of decision makers (as many as 87 percent in Switzerland) agree that leading companies in their industry are moving from a "Bring Your Own Device" to a "Bring Your Own Environment" approach in the future.
• From Me to We - The need for contact traceability, frictionless payment transactions, and new ways of building trust have highlighted what is missing from existing enterprise ecosystems. Through multi-party systems, companies can gain greater resilience and adaptability, tap into new markets and set forward-looking benchmarks for their industry. 90 percent of executives surveyed said that multi-party systems will make their ecosystems more resilient and adaptable in the future and help partners create new value.

How a customized tech architecture can save the restaurant industry

The results of the study make it clear that prioritizing technological innovations has never been more important than in these disruptive times. Take the restaurant industry, for example: 60 percent of restaurants listed as "temporarily closed" in July 2020 had to permanently cease operations by September. Starbucks, on the other hand, was able to emerge as an industry leader thanks to its use of technology. By August, the Starbucks app recorded three million new users. 90 percent of sales have shifted to mobile ordering and drive-thru pickup. Due to increasing demand, the company has introduced an integrated ticket management system. This combines orders from the Uber Eats app with those from drive-thru customers into a single workflow for baristas. Starbucks also introduced a new espresso machine with sensors to track how much coffee employees are pouring. This allowed necessary maintenance to be predicted. The example shows how technology is at the core of a company's agile, resilient and successful response to change.

Source: www.accenture.ch

Editor's note: This study can be read as a complement to another study that another technology company published in the summer of 2020 has.

Boardminds is a new expert network for boards of directors. It was founded by Spiros Doukas and Manuel Evangelista and focuses specifically on the needs of boards of directors in the challenging task of digital transformation.

"We are convinced that a lack of digital skills poses a massive threat to the survival of companies and that digital transformation must be supported, if not driven, by the board of directors. Our goal is to be a sparring partner for the board members in the digital jungle. We provide information, advice and support, explain opportunities as well as risks, develop directions together and also want to inspire," says Doukas. In addition to the founders, the new expert network for board members includes six board advisors with different backgrounds. Digital experts and entrepreneurs from marketing, communications, education, e-commerce, FinTech and recruitment.

"What we all have in common is our experience and passion for digital transformation. To successfully drive such a transformation, it requires a holistic view of the business and not silo thinking. This is the mindset we want to foster among our clients," says Doukas.

Boardminds' offering includes a digital check, individual coaching for individual board members, and workshops for the entire board.

More information: www.boardminds.com

The Association of Women's Businesses has reconstituted itself. At the ordinary general meeting on May 12, 2021, Riccarda Mecklenburg was elected as president. She has been on the board since 2017 and was previously in charge of communications and public relations. The women entrepreneurs also confirmed Sandra Flückiger as Chief Financial Officer and elected Annemarie Sulzer, Sponsoring and Cooperation, as a new member of the Board. Judith Niederberger and Sandra Gill were also newly elected to the board. They share the extensive dossier of marketing and communication.

Association Women's Businesses on a Growth Path

"Our Women's Business Association is on a growth trajectory, as more and more women are realizing the benefits of becoming self-employed and forging their own path. Even though some of the pandemic has hit our women entrepreneurs hard, hardly any are giving up. That shows how satisfying it is to have your own business," says Riccarda Mecklenburg. "We want to strengthen this spirit and support our members in all phases of their entrepreneurial activities with knowledge exchange, further training and a strong network."

The new and previous members of the Board of Management

The newly elected board thanked the outgoing president Chantal Schmelz as well as Irene Widmer and Sandra Grimmer for their commitment to the board and wished them all continued success as entrepreneurs.

Riccarda Mecklenburg is owner of the crowdfunding agency CrowdConsul and Founder of What the Hack, which organizes Female driven Hackathons. She is a trustee of the Zurich Journalism Award, is a member of BoardFinder, writes regular columns for Handels-zeitung and has been an enthusiastic co-host on Clubhouse at the "1-Satz-Literaturclub" for a few weeks now.

Annemarie Sulzer is the owner of PharmaSelect AG and has been a successful entrepreneur for many years. She has made a name for herself in the Swiss pharmaceutical and healthcare industry and recruits professionals in sales, marketing and medical for national and international companies. At the same time, she volunteers as a mentor for well-qualified job seekers 50+ for the RAV Zug.

Sandra Flücky is the owner of FF Finanzberatung Flückiger. She creates financial and retirement plans and advises clients on pension and investment issues. What makes her special is that she lives what has long been demanded: Advice should be rewarded and not paid for by hidden kickbacks, so the client always gets the best solution.

Judith Niederberger brings many years of leadership and project management experience from various industries: Banking/insurance, IT, textile industry, cultural management. Today she is the owner of the communication agency Lakritza in Aarau as well as initiator and moderator of the "1-Satz-Literaturclub".

Sandra Gill is, among other things, self-employed as a personal branding photographer, where she captures visual stories for self-employed people and SMEs. In the creative field, she loves beautiful writing and offers various workshops in the field of handlettering. Her many years of leadership, project management and marketing experience, she can optimally use in the VFU.

Promote entrepreneurship

The Women's Business Association has been committed to the success of women entrepreneurs since 1998 and strengthens their steadily growing importance for the Swiss economy. It actively supports its members in word and deed and is one of the leading women's business associations in Switzerland. Among other things, with the Impavida collective foundation, the association has an attractive, cross-industry solution for occupational pension provision for women sole proprietors.

Further information: Women's Business Association (VFU)

Continuing education is worthwhile for one's career planning - also in terms of salary: The median salary of the 13,000 UAS graduates who participated in the FH Switzerland salary study 2021 is 99,450 Swiss francs per year. 97 percent of the respondents were able to at least maintain their salary level, 48 percent even increased it. Economists earn more than UAS graduates from other disciplines in almost all industries. The most lucrative industries are pharmaceuticals, chemicals and finance and insurance. The location of work also influences salary: Zurich is the frontrunner with a median of CHF 108,000 per year, followed by the other German-speaking cantons of Switzerland and abroad with a median salary of around CHF 100,000 per year.

Majority of the UAS graduates surveyed are in management

Although more than 70 percent of the study participants are under 40 years old, almost 60 percent of all respondents hold a management position. They earn between around 101,000 and 133,000 Swiss francs per year. "This study confirms once again that graduates of universities of applied sciences play a key role in society and the economy," says Toni Schmid, managing director of UAS Switzerland. The older the UAS graduates, the more likely they are to be in an upper management position. Accordingly, the median salary rises continuously with age.

Continuing education therefore pays off in career planning

Study participants with a master's degree (MAS) are more often (over 80 percent) employed in a management function than those with another degree, and over 25 percent are even employed in an upper management function. In parallel, those with an MAS degree clearly earn the most: Their median salary is 133,000 francs per year. A very large number of people are planning further education in the foreseeable future. A CAS is most likely (35 percent), but the far more time-consuming MAS, MBA and EMBA are also popular (just under 20 percent). Demand for continuing education therefore remains high.

Labor market capability remains high

Study participants' assessment of finding a job within six months or of finding an equivalent job decreases somewhat compared to the assessment of study participants in 2019. Nevertheless, the majority still think they would find an equivalent job. Among the over-50s, the assessment of their own labor market ability decreases significantly.

Competencies that are currently in demand and will be in demand in the future

This year, together with the ZGP, Zürcher Gesellschaft für Personal-Management (Zurich Society for Personnel Management), questions about the skills currently in demand and those that will be in demand in the future were integrated in addition to wages. 10,000 people with different educational backgrounds provided their assessments. The skills that employees consider relevant today will also be important in 5 years' time. Nevertheless, the following tendency emerges: specialist knowledge is judged to be very important today. However, the respondents think that the importance of technical knowledge will decline in the next five years. On the other hand, they expect methodological and social skills to gain in importance. Eighty percent feel responsible for acquiring skills themselves. When it comes to leadership skills, the respondents are most likely to see the employer as being responsible. Coaching, mentoring and further training are seen as suitable methods for acquiring skills.

Diverse information complements career planning

Further results of the FH wage study are available on www.fhlohn.ch available for a fee. The website offers access to any number of reference wages. Using an input mask, the wage profiles can be refined according to criteria such as age, type of degree, industry, field of study, region and other parameters. "These reference wages are up to date and very meaningful due to the large amount of data. This is unique," says Susanne Baldinger, project manager of the FH wage study.

Source: FH Switzerland

If you want to grow as a company in times of digitalization, you have to pursue an employee-oriented strategy. The focus here is on efficient and active recruiting processes - but also with an inward look. Because, of course, it is important not only to win over the best minds, but also to retain them and bind them to the company in the long term. This is called people management. But according to a study conducted in Germany by the software manufacturer Sage, only 18 percent of HR managers feel that they have already made the transition from HR to People. 86 percent even assume that the transformation to pure people management can take up to ten years.

Changing employee expectations

In this context, employees' expectations of HR teams are also changing. According to the Sage study mentioned above, an astonishing 69 percent of HR executives assume that employees' expectations of HR will change completely within the next three years. This leads to the key question: How does each individual employee feel they are being addressed? Since we are dealing with individuals with personal attitudes and desires, there can be no standard roadmap here. So where are the prerequisites for close employee loyalty and how can these be strategically developed within the company? The following five points are part of a comprehensive strategic plan for employee retention as it might look in the digital age.

1. people analytics

Meaningful decisions are based on tangible data. That's why every action plan begins with regular and comprehensive data collection. People analytics is divided into three main areas. Classic HR systems provide the first, important overview. Various dashboards provide HR decision-makers with information on gender and age distribution or fluctuation in the company. In the second step, these bare figures need to be backed up with statements, wishes and attitudes - using regular and comparable employee surveys. In this way, employees can provide concrete feedback and communicate their (dis)satisfaction in various areas.

In order to derive and implement concrete measures from these surveys, a data scientist from the HR department must subsequently evaluate the data in detail and prepare it transparently. One survey after the other is then carried out at regular intervals - with recurring questions so that the results remain comparable. Finally, the third area, personal interviews, provides the opportunity to obtain individual answers. In this way, the specific situation of the respective employee and his or her role in the company can also be taken into account.

2. the new role of the "people scientist

The same applies to all types of data collection: Only after a comprehensive analysis can conclusions be drawn and HR measures strategically planned. As the demands on the HR workspace increase and tools and systems transform rapidly, a new role is needed: the People Scientist. This is a Data Scientist who focuses on the systematic collection and analysis of employee data. The People Scientist is also responsible for transparent disclosure of the data needed to make truly employee-centric decisions.

3. positive employee experience

The goal is obvious: satisfied employees. After all, they have good reasons to stay with the company and are also demonstrably more productive. The path to this goal is marked by positive employee experiences, for example in the form of smooth processes or concrete benefits from the employer. The Corona crisis in particular has given new weight to the health and general (mental and physical) well-being of employees. Modern technical office equipment is part of this in times of digitalization. In addition, companies score points with good catering through the company cafeteria, internal childcare options, health and sports offerings, recreation rooms or options for mobile and decentralized working - to name just a few possible examples. But which of these measures the company takes should always be derived from the data and from the specific needs of the employees. Moreover, the aim is not to make work "bearable" for employees through external factors, but to make it sustainably positive and efficient in order to exploit the full potential.

4. further training opportunities and promotion prospects

The opportunity for further development and self-development is an incentive for many skilled workers to stay with the company in the long term. Concrete training opportunities and the prospect of promotion within the company play a role in the choice of a suitable employer, especially for the younger generation.

The topic of continuing education has gained importance in Switzerland, especially during the Corona crisis. According to a Survey of the Swiss Association for Continuing Education a large proportion of companies attach great importance to further training in order to counter the effects of the pandemic. However, many SMEs are still cutting back on continuing education: Almost one-third of SMEs with an increased need for continuing education have not changed their continuing education activities or have even reduced them.

5. corporate culture

Last but not least, employee retention is always a question of corporate culture. It is important to build up the necessary trust among employees so that they can and want to contribute their individual opinions and ideas. This paves the way for innovations that ensure the company's success and competitiveness in the long term. Here, too, companies must start from the inside, building the culture and the mission statement from within. Those who know their own values precisely and are also able to communicate them can create an atmosphere in which employees feel integrated. Then, ideally, they are motivated not only extrinsically, but also intrinsically, because the company's goals and values match their own or feed into them.

People Management: "Retaining employees is not a no-brainer."

Simone Seidel, Director People Central Europe at Sage, draws the following conclusion: "No company can rest on attracting qualified staff and then simply assume that they will stay - employees must also want to stay and be motivated. Modern HR departments therefore have as clear a picture of their employees as the marketing department has of its customers. After all, both groups ensure the company's success. In this exciting area of responsibility, it pays to reorganize the HR department - because it can actively and specifically create the conditions for a People Company."

Source: www.sage.com

The Trans Swiss Triathlon has united triathletes, leaders and innovators since 1987 with three powerful disciplines combined with a shared passion and enthusiasm for the triathlon lifestyle.

In 2021, the Trans Swiss Triathlon will be organized for the first time with exclusive networking at eye level and special guests for an exclusive 30 participants*. From the shores of Lake Maggiore over the St. Gotthard to the thunderous applause of the Rhine Falls, the route leads over 3 stages, 274 kilometers of trail, 2400 meters of altitude.

As endurance athletes from society and business, participants can expect a 3-day package of competition and exchange of experiences. In sports you meet like-minded people. Special guests Eva Hürlimann, successful triathlete and world record holder in the 10-time Ironman, as well as the multiple Swiss champion, duathlon world champion and multiple Ironman winner Olivier Bernhard provide fresh impulses and new incentives during the informal networking among each other in the evening.

Information & Registration https://www.transswiss.ch/

Participation fee incl. package: CHF 2500 net / per person