In the report "The Rise of the Social Enterprise" of 2018, consulting firm Deloitte examines the rising expectations of everyone, how leaders themselves must now act as a team, and how new technologies are rapidly reshaping the HR priorities of organizations. Top trends among executives and chief human resource officers (CHROs) in Switzerland are the connected workplace (86 percent), automation and the use of HR-relevant employee data (85 percent each).

Almost 100 respondents in Switzerland point to the need for a team-oriented, interdisciplinary approach to tackling complex issues. Eighty-three percent identify this as important or very important among the top trends. Other survey results show that executives need to get out of their silos and work more with each other. Companies where executives collaborate regularly can expect growth rates that are one-fifth higher than those whose leadership collaborates only occasionally on ad hoc initiatives or projects. Although this collaboration is necessary to move the company forward, 70 percent say their leaders do not collaborate regularly.

Economy should close the social gap

Increased transparency and heightened political awareness have focused attention on the role of business as a driver of change in society. Companies are increasingly expected to exercise their ability to do social good both externally for customers, communities and society, and internally for their employees. Companies must take a comprehensive stakeholder approach to pressing public issues to maintain their reputation and relevance beyond the organization. With increasing pressure on companies to develop solutions to critical social challenges, citizenship must be a central part of an organization's identity and mission.

The new challenges of an aging and hybrid workforce

Extended life expectancy raises questions about how long careers will last and how aging workers will impact the economy and public policy. Eighty percent of respondents in Switzerland say that a multi-generational workforce is part of their company's diversity and inclusion strategy. Despite the aging global workforce and the competitive advantages older talent offers, less than 10 percent of respondents say their companies have created targeted roles for older employees to leverage their expertise. However, the aging workforce remains an untapped resource of experience and knowledge that Swiss companies can use to their advantage.

As alternative work arrangements become more common in business, HR and business leaders are keen to better plan and optimize their own workplace ecosystems as quickly as possible. They are responding to the need to improve service, adapt more quickly and develop new capabilities. By 2020, 38 percent of Swiss companies expect to see growth in contractors, 57 percent in freelancers and 44 percent in gig workers, workers who are paid per gig.

Top trends AI, robotics and automation: employees need constant development and retraining

With the use of AI (artificial intelligence), robotics, automation or HR analytics, technologies that show no signs of slowing down, companies need to focus on creativity, social intelligence and ICT know-how as future competencies, as another Deloitte Switzerland report on key employee competencies in the digital age shows. 91 percent of Swiss respondents expect AI and cognitive technologies to have a partial or significant impact on the workforce by 2020, and already 38 percent are actively shaping jobs such as an employee engagement specialist, HR analytics director or robot recruiter around AI and robotics. While 85 percent of respondents believe this area is important, only 31 percent feel ready to tackle it.

Holistic view of job and career

Companies and employees alike are aware that the traditional career model is in a state of flux: 55 percent of Swiss respondents therefore consider building new career models and skills to be very important. But more than 57 percent have no programs in place to build the skills of the future, and only 25 percent give employees the opportunity to actively develop and explore new paths. Organizations that embrace their role as drivers of change in the social enterprise must work to develop and implement robust solutions to close the growing skills gaps.

"Automation will continue to keep us busy in the coming years. Most importantly, it will improve the size, speed and quality of work," said Myriam Denk, Head of Human Capital Consulting, Deloitte Switzerland. "But it's important to remember that as routine work is automated, new jobs will be created - jobs that are more service-oriented, analytical and social in design, and that match our essential human skills. Companies whose leadership recognizes this shift and reshapes the way these skills are used can be a step ahead in the marketplace."

The rise of the hyper-connected workplace

With a flood of new workplace communication tools complementing team-based work, more than 86 percent of companies see the productivity of employees who are more connected than average as very important. Seventy-nine percent of respondents expect employees to spend more time within collaboration platforms in the future, and 66 percent expect work-based social media tools to grow. As digital tools move from the home to the workplace, companies will need to leverage their expertise in team management, goal setting and employee development. Only then will they be able to improve their organizational, team and individual performance and foster the collaboration necessary to become a more socially focused company.

More information: www.deloitte.ch

On March 5, Orange announced its intention to build a more diversified and international board. Accordingly, in his new role, Helmut Reisinger will report to Stéphane Richard, Chairman and CEO of Orange, and will be a member of the Group's Executive Board. Most recently, Helmut Reisinger was Executive Vice President International at Orange Business Services, responsible for all international business activities except France. As CEO, he will set the corporate strategy to support the digital transformation of enterprise customers in France and around the world.

"I am honored and excited to lead Orange Business Services in its quest to be at the forefront of the data-driven economy. I believe that our global network, expertise and assets enable us to deliver an unparalleled experience to our enterprise customers worldwide. With a relentless customer focus - combined with employee engagement and a commitment to innovation - I am confident that we will continue to deliver success and growth for both our customers and Orange," said Helmut Reisinger, Chief Executive Officer, Orange Business Services.

With more than 20 years of experience in the enterprise market and solutions, Helmut Reisinger has an extensive international and customer-facing background with numerous leadership positions. Prior to joining Orange Business Services in 2007, he held leadership positions across Europe at Avaya Inc, NextiraOne Germany and Alcatel Austria.

More information

Anyone who owns a smartphone knows that we receive chat messages, push messages from the newspaper app or phone calls dozens of times a day. Often, the messages or calls interfere with our concentration in our current activity, be it in a professional context or while driving a car, for example. What motivates people to react immediately to a signal and pull out their smartphone? Researchers at the University of Bern wanted to find out.

Low self-control influences smartphone use

In a new study, an interdisciplinary team from the University of Bern, consisting of Prof. Dr. Sebastian Berger and Annika Wyss from the Institute of Organization and Human Resources and Prof. Dr. Daria Knoch from the Department of Social Psychology and Social Neuroscience at the Institute of Psychology, shows that people with a low capacity for self-control tend to react more immediately to signal tones from the smartphone. For their study, the researchers relied on an established method from psychology: they invited 108 subjects to participate in "experience sampling." This is a method in which the test subjects receive a message on their smartphone several times a day to answer a few questions about their current state of mind. In this specific case, the questions were about consumption experiences. However, the actual goal of the research team was to measure how long it takes a person to respond to the message. Of a total of 1,620 signals in the study (15 per test person, distributed over 3 days), 1,493 were answered. Of these, 335 were answered within the first minute. The core aspect of the study was to link the response times to the subjects' ability to self-monitor, which had been measured by standardized tests seven weeks earlier.

Degree of impulse control influences reaction time

The analysis shows the following: Individuals with lower self-control found it significantly more difficult not to react immediately to the smartphone signal. This effect remained stable even when a number of other personality traits were also included in the statistical model. "Self-control measures the ability to maintain control over an impulse," explains Daria Knoch. "This is necessary to postpone the need to act on the message until, say, when the work is done or the car has been safely driven to its destination," the neuroscientist says. Interestingly, the degree of self-control ability is not likely to explain differences in response times. "The degree of self-control cannot explain why a person responds after 11 or 12 minutes," explains Annika Wyss, "but a low degree is suitable as a diagnostic tool to explain immediate responses."

Analysis of psychological processes important for the design of working conditions

"When researching the side effects of smartphone use, it is first important to understand which psychological factors lead to the smart companions being used so often in risky situations. With self-control ability, we have now identified one of these processes," says study leader Sebastian Berger, summarizing the results. "Once again, this study demonstrates the benefits of interdisciplinary research," Berger adds. Business administrators interested in designing the best possible working conditions, for example, depend on basic research from neuroscience. The study results could be used, for example, to discuss whether it makes sense for a company to hand out smartphones to all its employees or whether, for example, emails should no longer be pushed onto employees' cell phones after work.

Source: Institute for Organization and Personnel, University of Bern

Zurich-based iWay AG is one of Switzerland's leading Internet Service Providers (ISP) for private individuals and small and medium-sized enterprises. Founded in 1995, the company offers customized solutions in the areas of Internet access, VoIP telephony, e-mail, hosting and data centers. For the past year, iWay has been a wholly owned subsidiary of St.Gallisch-Appenzellische Kraftwerke SAK. Recently, the company provided information about its current economic figures and about new services.

Internet telephony as a growth area

Megatrends such as mobility and cloud computing mean that the need for reliable business communication is also growing among smaller companies, iWay announced at a media conference in mid-April. "The acceptance of unified communication and modern forms of collaboration has already become noticeably stronger and will continue to increase, especially in the area of smaller companies," says CEO Matthias Oswald. iWay will therefore also increasingly benefit from the combination of telephony, meeting solutions, messaging and mobile availability management at K-companies. In addition, Oswald expects strong growth in Internet telephony VoIP well beyond the current year as a result of the switch to "All IP" at Swisscom. "Internet telephony will remain an above-average growth area for us in the medium term. On the one hand, because the wave of cancellations at Swisscom is far from over. On the other hand, because many companies are not even concerned about the topic at the moment," says Oswald. Experience shows, however, that after the "forced" switch to Voice Over IP, many companies only become aware over time that there are attractive alternatives in Internet telephony. Specifically for SMEs, iWay offers what it claims is a unique product: a VoIP gateway that is connected downstream from an existing telephone exchange. This means that a company does not have to replace its existing switchboard at great expense, but still becomes VoIP-capable.

Unique service for IT companies

iWay also expects strong growth from "Virtual ISP," an innovative service for IT companies that is unique in Switzerland. As a Virtual ISP, any IT company can set up and manage automated fiber and DSL orders for its customers on a special partner portal on all city networks and the Swisscom network. iWay wholesale partners are thus in a position to act as ISPs for their customers under their own name, without having to set up complex network connections and conclude expensive contracts with Swisscom or other city networks. iWay can take over the entire business process with Virtual ISP on request, from configuring the customer routers to shipping them and invoicing them on behalf of the partner. "With Virtual ISP, any IT company can now become an Internet provider without having to worry about network-related matters," says Oswald. Finally, by the middle of the year, all IP telephony products will also be made available for Virtual ISP.

Information: www.iway.ch

The joint project "Sustainable Chocolate from Ecuador" of Coop and its subsidiary Chocolats Halba pursues economic, ecological and social goals: among others, the increase of living standards, biodiversity and the integration and promotion of young farmers. The project is based on the "train the trainer" principle. Cocoa farmers in Ecouador (especially women and young people) are trained in the methods of dynamic agroforestry. As so-called facilitadores, they pass on their knowledge and become ambassadors for sustainable cocoa cultivation. This lays the foundation for a sustainable livelihood for small farmers in Ecuador.

This project, which is comprehensive in its impact, was presented with the Swiss Ethics Award by the Swiss Excellence Forum at the Ethical Leadership Conference in the KKL Lucerne on April 26, 2018. Also nominated were Clinica Luganese Moncucco, Ikea and Swisscom, each with their own projects for higher ethical standards in business. The winning project was recognized for, among other things, its focus on sustainable cocoa production and tackling a whole range of deep-seated problems such as poverty, small acreages, low market prices, poor infrastructure and lack of knowledge, all of which plague Ecuador's small farmers. By proactively addressing these problem areas, Chocolats Halba is now one of the sustainability pioneers in the Swiss chocolate industry.

Information: Swiss Excellence Forum

The number of flexible employment relationships is increasing every year. In 2016, just under 318,000 people worked in temporary employment relationships - four times more than in 1993. With digitalization, traditional permanent employment is becoming less important, while temporary and fixed-term work is becoming increasingly popular.

Hiring on demand more and more widespread

"Digitalization is changing the working relationship between employers and employees. Professionals make their skills available for a certain period of time and thus benefit from more flexibility and independence. Employers, on the other hand, increase their cost efficiency and remain agile through the uncomplicated and selective use of specific services," says Jacqueline Scheuner, CEO of Careerplus, explaining the advantages of hiring on demand.

Not only has the number of flexible workers increased in recent years, but their skill levels are also rising. Hourly wages, for example, have risen by 50 percent in the last five years. To find out which factors are influencing this development and how the increase in flexible work can be explained, read a new white paper from Careerplus.

Tips from the industry

If companies want to hire or contract professionals for temporary assignments, they have to deal with a number of questions. Is there an employment relationship when a person is deployed, or is he or she being used as a freelancer? Which contracts come into play? Who pays the social security contributions? The white paper provides companies with tips and information on the legal aspects they need to consider when hiring on demand and the advantages of using a staffing agency. Myra Fischer-Rosinger, Director of swissstaffing, the association of Swiss personnel service providers, explains in an interview how temporary employment will develop in the future.

The white paper "Hiring on demand: The future of work is temporary" is available as a Download available free of charge.

The campaign "In a few steps to a paperless office" of the Herisau IT service provider Clavis IT, which has been running since March, is coming to an end. The current sixth part shows how customers have tackled the digitization of documents and thus significantly improved their document management. Examples from different industries and different solutions were selected. This illustrates how many individual possibilities a paperless office offers.

The first use case involves the use of a document management system for processing invoices, an industry-independent solution that can be applied almost anywhere. The accounts payable process is now less error-prone and contains far fewer lead times. The second case describes a paperless office in a pharmaceutical logistics company that had to manually process numerous fax orders every day. Thanks to the data recognition system with capturing technology, the relevant data is now extracted and passed directly to the ERP system after verification by the employees. Last but not least, an example from industry is described and it is shown how already digitized documents and data can be optimally integrated and linked in a company.

For the last part of the knowledge series, Clavis IT is planning a Meetup in the form of an event where interested people can inform themselves and exchange ideas on the topic of digitization.

Click here for the knowledge series

An independent jury of business, science and media representatives selected the following from all the applications submitted Three finalists for the Export Award 2018, who have now been honored at the Foreign Trade Forum.

90 percent export share

The jury chose the sports label On as the winner. More than three million runners worldwide rely on the Swiss running shoes, which are characterized above all by the revolutionary and patented CloudTec soles. Eight years after its founding, On is the fastest growing brand in the running shoe market. The company now has a presence in over 50 countries: it has its own branches in the USA, Germany and Japan, and works with distributors or is active in online retailing in Central and South America, Asia and Eastern Europe. When it comes to exports, On consistently focuses on the premium segment and today sells 90 percent of its products abroad.

Swiss premium products in demand

The trophy was presented by Ruth Metzler-Arnold, Chairman of the Board of Directors of S-GE, at the Foreign Trade Forum on April 26, 2018. "The running shoe label On combines Swiss quality with novel technology and a success-oriented strategy. This Export Award once again highlights the innovative strength of our Swiss companies," says Ruth Metzler-Arnold proudly. "In addition, On's story shows how Swiss premium products can succeed worldwide despite international competition and price pressure."

More information: www.s-ge.com/exportaward

Two examples: If you see strong competition as a threat, you will take different actions (and often unconsciously) than if you believe competition creates welcome pressure to sharpen positioning. If you see paying your team as a necessary evil to run your business, you will act differently than if you are convinced that investing in your team members is the best guarantee of growth and profitability.

Five beliefs

Again, that is solely your personal interpretation of neutral facts. My point is this: There are interpretations that are better at creating sustainable success than others. Here are my top 5 beliefs that I encounter over and over again in executive suites that prevent greater success (often without managers being aware of them):

1. "I have (or my people have) no talent!" Studies repeatedly show that there is practically no such thing as "talent," but rather a widely varying willingness to continuously learn and improve, even when it's hard. By saying "no talent," we give ourselves the justification for not wanting to change anything.
2. "I'm employed!" The very word is terrible! No one is "employed. We are all presidents of our own lives. Perhaps you are currently selling your time to an exclusive company (your "employer") who guarantees you monthly payments in return.
3. "I don't have time!" Also missing: Of course, we all have the same 24 hours in a day. Some get more done in that time than others. "No time" always means "no priority".
4. "Other or others are to blame!" No, you yourself are responsible for all your decisions, even how you react to the stupidity of others and to difficult influences. And there are always some who march ahead long ago, while others are still looking for culprits.
5. "The successful are luckier!" Only those who learn more and do more are more "lucky" in the end. The most successful see and seize more opportunities than the average. The unsuccessful then call this "luck" to excuse their own failure.

You may disagree with one or the other statement. That's good, because it raises awareness of the issue.

Tip for practice:

Assess to what extent you find these beliefs in your team or entire company. Then start to change them and create a "winning team culture" with better beliefs. This takes training and regular practice over a period of time. The positive consequences of this far outweigh many other actions.

To the author:
Volkmar Völzke is a success maximizer. Book author. Consultant. Coach. Speaker. www.volkmarvoelzke.ch

"It's all about employer branding" - that's roughly how the atmospheric celebration on April 25 in Zurich could be summed up. The motto of the evening was "Engagement". Keynote speaker Felix Plötz showed the event participants what makes generations Y and Z commit to an employer for the long term. This includes creating a "startup spirit for adults," as the speaker explained. Brick walls, colorful seating areas, and game boxes in the office alone are not enough to promote young talents and retain them in the company over the long term.

With his memory methods, memory trainer Gregor Staub achieved in an entertaining way that the results of the employer branding study remained unforgettable for the guests. Some key findings of the study, which Randstad has been conducting for 17 years: 72 percent of jobs are now found via search engines. The way jobs would be searched is a matter of age: young people Google, the "middle-aged generation" relies on professional networks and the oldest generation still reads job ads. And what keeps employees with their employers? Women swear by good teams; for men, the pay has to be right. And: In Switzerland, employees show a high willingness to undergo further training.

Employer branding efforts bear fruit

For the first time, SWISS has won the Randstad Award for Switzerland's most attractive employer. Christoph Ulrich, Head of HR at Swiss International Air Lines, is delighted: "It's important for us to establish a strong employer brand that enables us not only to retain our talent, but also to attract the next generation. This first place shows that our efforts are bearing fruit. We take the Randstad Award as an incentive to stay the course and continue to work hard to continuously improve."

The top 10 most attractive employers in Switzerland 2018

1. Swiss International Air Lines
2. Zurich airport
3. Patek Philippe
4. Rolex
5. Victorinox
6. Swatch Group
7. Nestlé
8. Lindt & Sprüngli
9. Swissport International
10. SBB

Google Switzerland in the Randstad Award Hall of Fame

A special award went to Google Switzerland this year. The company was inducted into the Randstad Award Hall of Fame. The Hall of Fame recognizes outstanding employer branding achievements. Google Switzerland has repeatedly won the Randstad Award in recent years and is now Switzerland's first employer in the Hall of Fame.

The Randstad Award is presented annually in 30 countries to the most attractive employer. The results are based on the representative and most comprehensive employer branding study in the world. The Randstad Employer Brand Research is an independent study in the field of employer branding. Companies cannot apply to participate, they are selected for the study based on their number of employees. This explains why only a few "classic" SMEs appear in this ranking. But those, such as Victorinox, prove that they can keep up with the best when it comes to employer branding. Strong product brands certainly prove to be an advantage here.

The new DEF organizer Thomas Zwahlen made a small paradigm shift: While the events of the previous years lived strongly from the prominence of speakers, the event should in the future increasingly focus on the effects of digitization on people. On April 24, the audience got a first - quite successful - taste of this. The presentations focused on the effects of artificial intelligence on various areas of life and industries.

The audience was welcomed by Carmen Walker Späh, member of the Zurich government and Director of Economic Affairs. She pointed out that Zurich has developed into a leading ICT location. Industry 4.0 demands enormous pressure to adapt for all players, said Carmen Walker Späh. However, she added, there is also a need for a 4.0 policy that does not stifle innovation through the regulatory mode. Stephan Sigrist, the head of the think tank W.I.R.E and co-author of the study "Future Digital Switzerland," called for a new approach to dealing with the unknown digital future, a differentiated perspective beyond the common myths. Digitalization is the norm today. The focus of innovation, however, must be on people and society, he said. "Switch off the computer - switch on the brain," was his message, because technology alone will not be able to fix it.

Switzerland's leadership role for AI

Lukas Sieber, Co-Founder of Mindfire & Executive Director North America Greater Zurich Area (GZA), found that the world got "high" on blockchain and crypto in the last couple of years. However, he said, one should not be blinded; most of it is "junk." Together with his co-founder Pascal Kaufmann, Sieber presented the just published white paper of Mindfire, a non-profit project that aims to decode the human brain with the 100 smartest people in the coming years. Mindfire was founded so that Switzerland could take the lead in the field of AI and not leave the development to private individuals or companies. The results of the project should also be generally available and corresponding licenses for the innovative inputs of the participants refinanced via IOC (blockchain/tokens) in a value-creating way.

Matthias Plattner, Head Technology & Platform Innovation - Global Financial Intermediaries UBS AG, reckoned that the banking business will be heavily dependent on so-called "augmented" technologies in the future. He said that the risks must be understood and the opportunities exploited accordingly in order to be able to advise people comprehensively and, above all, with confidence. The topic of trust was then taken up by Karsten Stampa, COO/CFO Healthbank Innovation AG: "Without trust, a lot of potential in digital health is wasted," Stampa explained. Digital health could bring an incredible number of benefits based on "live data of real live." However, we need to move away from closed systems and strengthen data protection for the user himself, then trust will also work out.

Beware of the Darknet and 007!

Hans Ulrik Staehr, Founder MarketScape, Denmark and Co-founder Munit.io, gave an impressive insight into illegal processes and business (drugs, weapons, cybercrime) in the hidden Darknet with a combination of Crypto assets and the TOR browser. Darknet, he said, is a threat but also an opportunity to identify criminal processes and criminal psychology. In an effective presentation, profiler Suzanne Grieger-Langer laid out how to find the 007 types and avoid the 08.15 types. The most important resource today is knowledge. Communication and cooperation on a higher level is digital today. The (00)7 skills of orientation; decision; focus; discipline; mindfulness; fitting and individuality make up the "Homo Deus", the leadership personality.

Andrew Garrihy, Chief Marketing Officer Consumer Business, Western Europe of Chinese technology company Huawei introduced his company and what understanding of Artificial Intelligence (AI) it has. "We believe that AI should serve humanity," Andrew Garrihy explained. It should help amplify the potential of the human brain. "At some point, machines will overtake us in a materialistic sense," predicted Prof. Joachim Buhmann of ETH Zurich (see also the report in ORGANISATOR 4-2018). The goal is self-learning algorithms that explore reality. Patrick Schraut, Vice President Consulting Europe at NTT Security, saw IT security on its way from a niche existence to becoming a business driver and part of a company's value chain. It is thus becoming a competitive advantage and success factor at the same time.

Artificial neural networks are changing the world

The Deep Learning Engineer from NVIDIA LTD, Adam Grzywaczewski impressed the audience with his presentation on "Demystifying Artificial Intelligence". Due to ever increasing amounts of data, eminently improved computer performances and their networking, artificial neural networks with high application potential are possible today. Examples are autonomous vehicles, better detection of diseases or smart robots, Grzywaczewski explained. These artificial neural networks would change the economy and society. In contrast, Thomas Asger Hansen, senior manager, Big Data, AI & IoT Lab, Grundfos A/S, estimated that AI should be used to enhance human performance and must be implemented through an "intelligent system" that orchestrates a variety of paradigms rather than relying on a single paradigm. "Our vision is to simplify and automate maintenance as much as possible - even for complex systems - so that even non-professionals can perform a number of complex tasks safely," Hansen explained.

www.digitaleconomicforum.ch

Schneider Electric is adding a customized version of the four-axis SCARA robot from the Stäubli TS series to its range of solutions. Called Lexium STS, these robots are now fully integrated into the architecture of Schneider Electric's PacDrive motion control solution. This solution can be seen, among other places, at the Schneider Electric booth in Hall 11, Booth C58 at Hannover Messe 2018.

"Strong market position of Schneider Electric brings benefits".

"This cooperation has far-reaching benefits for both partners," said Gerald Vogt, Group Division Manager of Stäubli Robotics. "We are very excited about the collaboration with Schneider Electric and the benefits that the company's strong market position offers in industries such as machine building. Through this collaboration, we can make our offerings available to machine builders who need complete automation solutions." And on the Schneider Electric side, Ali Haj Fraj, Senior Vice President Machine Solutions, adds, "Our EcoStruxure architecture and platform is built on a foundation of openness, which is further strengthened by this partnership. The integration of Stäubli robots will further drive the evolution of EcoStruxure Machine, our automation architecture designed for machines. This system enables machine builders to develop intelligent machines based on advanced digital technologies and open standards. This enables them to reduce their time-to-market values and development costs while improving the performance of their machines."

Easier and faster to program

According to the two partners, this integration offers industrial users significant advantages: A general programming language according to IEC 61131-3 standard significantly simplifies the programming of robot movements. There is no longer any need to learn a special robot programming language. In addition, the proprietary robot controller is completely eliminated due to full integration into the PacDrive system. This significantly reduces the number of interfaces, the amount of wiring and the space required.

EcoStruxure is the name of Schneider Electric's IoT-enabled, open and interoperable system architecture and platform. True to the motto "Innovation at every Level", EcoStruxure combines networked products, edge control and apps, analyses and services in an overarching platform. The system makes it possible to develop intelligent machines because it combines specialist know-how from the field of mechanical engineering with products and software packages in automation solutions for OEM mechanical engineering companies.

Robotics solutions for every industry

Stäubli Robotics develops specialized and professional robotics solutions for all industries, including electrical engineering, medical, automotive, food, plastics processing, mechanical and painting. With the four-axis FAST pick robots of the TP series, the aforementioned TS SCARA robots and the collaborative six-axis TX and TX2 series, the company offers what it claims is a unique and comprehensive product range. Stäubli robots serve as a solution for any industry where speed, precision and reliability are key factors.

More information: www.staubli.com, www.schneider-electric.ch