At some companies, staff do fitness first thing in the morning; at others, apprentices implement projects from A to Z, staff work flexibly part-time or receive special support in the event of difficulties. Other companies have realigned their processes with the help of digitization and are moving faster and more smoothly. Some companies use solar technology in the workshop and mobility, are energy-autonomous or are pursuing an energy project with hydrogen. All of the companies demonstrate exemplary building sense by not only focusing their strengths on technical expertise, but also by continuously developing the company's "all-round package" - and this in a fiercely competitive market in which it is not uncommon for clients to demand ever more services at falling prices. Nevertheless, the award-winning companies with exemplary construction sense succeed in giving equal weight to economic and social aspects.

Building block for the economy and dual vocational training

Christine Davatz, Vice Director of the Swiss Confederation of Skilled Crafts (sgv) responsible for education policy and head of delegation at WorldSkills for the past 20 years, praised the event: "This is a tribute to companies that are usually not in the spotlight, but are committed year in, year out, generating added value, creating and preserving jobs, and working on behalf of their employees and young people in training. As one of the largest industries, construction is not only a very important building block for the economic development of our country, but also for dual vocational training. In Switzerland's "prosperity building", the economy and vocational training occupy entire "floors", which are also connected by many "staircases". As a representative of the umbrella organization of the SME economy, I can only thank everyone warmly and call out: Please keep up the good work, even if it is not always easy - both in the political and in the economic environment."

The people behind the bridges, tunnels, railroad tracks, museums...

Christoph Andenmatten, president of bausinn.ch and director of AM Suisse, emphasized during the welcome: "Companies in construction very often realize themselves through their finished products - the buildings, the apartments, the museum, the multipurpose hall, the hotel... And really, the buildings, the tunnels, the railroad tracks, the bridges, the sports stadiums and the winter gardens tell exciting stories. But the people who built them often disappear from view. We at bausinn.ch would like to change that. That's why bausinn.ch has announced its second competition for companies with an exemplary sense of construction. The search was not for the spectacular event of the century, but for the special commitment, the special project, the innovative company idea."

Roofers, scaffolders, plasterers, painters, bricklayers, metal workers and welding technicians

The 30 companies with exemplary construction sense come from six construction sectors. They train roofers, facade builders, scaffolders, plasterers, painters, bricklayers and metal workers or metal construction engineers. They often use welding technology, without which many things would no longer be possible in today's construction industry. What they have in common is that behind their success and their actions are enthusiastic and passionate people who want to do their job well and do not give up until the time comes. The president of bausinn.ch: "Companies with exemplary building sense take risks, start projects and launch products. They encounter resistance and sometimes they fail. But time and again they learn. They simply don't stop there. They keep going until they succeed. Because that is characteristic of construction. Whether the house is wobbly, the plaster is crumbling, there's a draft in the attic, it's raining in the conservatory, the tower is crooked, the weld seam is cracked, the bridge is too short - there's no hiding it. In construction, facts can be clearly distinguished from fakes! That is why exemplary building sense means constructing a building in such a way that the users and the builders will enjoy it for decades. But exemplary building sense also means showing appreciation for the people who build, and ensuring their safety, health and satisfaction. Exemplary building sense requires looking to the future, being open to new materials, methods and tools, and new opportunities beyond borders - geographical, technical, temporal."

The award-winning companies in German-speaking Switzerland

Bern

• Jakob AG, 3414 Oberburg, plasterandpaint.ch, painter / plasterer
• Pagram Oey AG, 3573 Oey, pagram.ch, painter / plasterer
• Peter Spring AG, 3645 Gwatt, peterspring.ch, painter / plasterer

Wallis

• AS Gerüste AG, 3920 Zermatt, schallergroup.ch, Scaffolding

Solothurn

• Metallbau Werren + Lehmann GmbH, 4552 Derendingen, metal-construction.ch, Metal construction
• Kamber Gerüste GmbH, 4617 Gunzgen, kamber-gerueste.ch, Scaffolding

Aargau

• Vanoli AG Zofingen, 4800 Zofingen, vanoli.ch, Master builder
• Bau Ing AG, 5312 Döttingen, bauing.ch, Welding technology
• Maler Pratter AG, 5634 Merenschwand, painterpratter.ch, painter / plasterer

Zurich

• Meier + Ritter AG, 8105 Regensdorf, meierritter.ch, Scaffolding
• Giovanni Russo AG, 8450 Andelfingen, plaster-russo.ch, painter / plasterer
• Landolt + Co. AG, 8451 Kleinandelfingen landolt-bau.ch, Master builder
• Frei Metallbau AG, 8704 Herrliberg, free-metalconstruction.ch, Metal construction
• R. Bischofberger AG, 8932 Mettmenstetten, yourplaster.ch, painter / plasterer
• Bertani Baugerüste AG, 8953 Dietikon, bertani.ch, Scaffolding

Central Switzerland

• Krieger Produktions AG, 6017 Ruswil, krieger-produktionsag.ch, Welding technology
• Walker Stahlbau, 6474 Amsteg, walkergroup.swiss, Welding technology

Eastern Switzerland

• Müller Gleisbau AG, 8500 Frauenfeld, mueller-track-laying.ch, Welding technology
• Tuchschmid AG, 8502 Frauenfeld, tuchschmid.ch, Metal construction
• Schneider Stahlbau AG, 8645 Jona, steel construction.ch, Welding technology
• Eigenmann AG, 9300 Wittenbach, eigenmann-ag.ch, building envelope

More information

More than 40 years ago, the concept of the paperless office emerged. Vincent Giuliano of the consulting firm Arthur D. Little propagated in a "Businessweek" article that the use of paper for documents or correspondence would decrease massively in the 1980s and that by the 1990s most documents would be digital. Contrary to his expectations, however, annual paper consumption per capita has increased every year since.

Digitization is now giving new impetus to the paperless office. In a introductory article clavis IT points out that the first step towards a paperless office is the efficient management of documents. Digital transformation is not so much about new ERP systems, new store solutions or the restructuring of business models, but about optimizing internal processes.

In a 7-part blog series clavis IT from Herisau will accompany the readers on the way to a paperless office and give them important hints from their own experience. The first part is dedicated to the legal retention periods of documents. It deals with questions such as: Who is required to retain documents? What must be retained? When does the retention obligation begin? Other topics in the series will be:

• What does "audit-proof" mean?
• Which documents arise and where is great potential
• Start with labor-intensive processes
• Risks of electronic storage
• Our success stories
• Let the last point surprise you!

Also www.organisator.ch will continue to accompany this blog series.

www.clavisit.com

The "IFZ FinTech Study 2018" of the Lucerne University of Applied Sciences and Arts, published on February 28, 2018, provides a comprehensive overview of the Swiss FinTech sector. The first part of the study describes the FinTech ecosystem: on the one hand, the political and legal, economic, social as well as technological environment is discussed, on the other hand, evaluations of the business models of the 220 Swiss FinTech companies are listed. In the second part of the study, 108 Swiss companies that participated in the study are presented in more detail.

Good framework conditions for the FinTech sector

The current study shows that, as in the previous year, the general conditions for the FinTech industry in Switzerland are very good: In a global comparison of 30 cities surveyed, Zurich and Geneva are again in second and third place, with only Singapore achieving even higher scores. "Switzerland has not yet fully exploited its potential," says study director Thomas Ankenbrand. He sees room for improvement above all in the technological sector. The ranking is based on 72 indicators that reflect the framework conditions of the political, legal, economic, social and technological environment.

"Crypto Valley" in Zug is no coincidence

The excellent framework conditions, together with the accumulation of innovative entrepreneurs, the proactive authorities and leading research institutes, have led to the flourishing of the so-called Crypto Valley. This center allows Switzerland to benefit from the global ICO boom: 271 million Swiss francs were received by local FinTech companies via this alternative form of financing in 2017 (see chart 1). However, investments via the traditional financing form of venture capital also increased significantly in 2017, to a total of around 130 million Swiss francs.

FinTech companies: Growth and maturity

"The FinTech sector has grown steadily over the last three years," says Thomas Ankenbrand. At the end of 2017, 220 companies were operating in this country, representing 16 percent growth compared to the previous year. The average size of the companies, measured by the number of full-time employees, as well as capitalization, has increased compared to the previous year. "The industry has not only matured, it is perceived to have matured: The hype has become reality," Ankenbrand said. Swiss banks no longer perceive FinTech companies as competitors, but seek collaboration.

Customer acquisition as the greatest challenge

Despite the growth, Swiss FinTech companies face challenges according to the survey conducted. The difficulty of finding new customers appears to be the greatest obstacle to further growth in the sector. On the other hand, access to external financing causes few problems (see chart 2). This is also confirmed by the significant increase in venture capital investment volume.

Further growth expected

"2017 was another successful year for the Swiss FinTech market," says Thomas Ankenbrand. "We expect this trend to continue in 2018." This included even higher company values, more jobs in the industry, and the strengthening of certain FinTech products. In addition, the entire financial sector appears to be benefiting from this growth and the associated technological innovations.

www.hslu.ch

The Blockchain Leadership Summit, taking place on March 9, 2018 in Zurich (Dolder Grand), is aimed at business leaders, regulators, decision makers and investors. The Summit is initiated by InnMind, the global business network for innovative community, together with the KICKICO fundraising platform and in collaboration with the Crypto-Valley Ecosystem.

Speakers from all over the world

Over 700 visitors and more than 30 renowned speakers are expected, including: Prince Michael of Liechtenstein, Sony Kapoor, William Mougayar, Johan Gevers, Efi Pylarinou, Kevin van der Veer, Louis de Bruin and other experts. Top representatives of the financial and financial technology trade media will moderate the presentations and lead the discussions. Included are: Tech Crunch, Forbes, and Bitcoin.com.

The Summit will provide a professional platform for those who want to explore the potential of tokenized assets, or for companies considering the adoption of blockchain, or for those who have already successfully raised funds through ICO campaigns. But also anyone who is simply interested in global financial developments and who wants to learn more about the challenges and opportunities ahead.

The motherland of blockchain

Zurich is the obvious location for the summit. "Developers, investors and entrepreneurs no longer travel from Switzerland to Silicon Valley when it comes to blockchain," says Cantonal Councillor Matthias Michel, head of the Department of Economic Affairs in the canton of Zug, the motherland of blockchain and cryptoactivities in Switzerland. "On the contrary, people are now coming from California to us in Crypto Valley to see what's coming forward."

The conference and workshop discussions include following topics:

• The financial and social implications of blockchain
• The integration of blockchain business
• The increase in efficiency through tokenization and the integration of blockchain
• Blockchain-based project investments
• Trends and prospects, risk assessment methods and portfolio management
• ICO Market Analyses
• Scoring procedure
• and last but not least, traditional fundraising methods are contrasted with crowd sales

The Blockchain Leadership Summit will include panel discussions, workshops, face-to-face meetings with experts and market players. Summit attendees will be able to network exclusively with traditional and crypto investors, investment funds, decision makers, crypto banks, tokenized businesses and blockchain developers. Additional highlights include a gala dinner, hosted by Cryptospace, and an art auction with proceeds benefiting Children's Aid.

The complete program and information on ticket sales are available at swissblockchainsummit.com.

The cooperation between Zürcher Kantonalbank (ZKB) and Sage will enable startups and small businesses to better manage their liquidity, settle wages, and automate order processing from quotation to invoice. The focus is on the new Sage Start offer, which ZKB customers will receive at a discount from March 2018. With this cooperation, Sage aims to expand its market position as a leading provider of business management software in the Swiss market. Further collaborations with leading financial institutions are planned.

New solution on the market since November

The new Sage Start solution was launched last November. The product complements the service offering for start-up and SME customers of Zürcher Kantonalbank from March 2018. They will receive a 10 % discount on the Sage Start offering. "We focus on solutions that are both innovative and mature," says Zürcher Kantonalbank. The cooperation with a leading provider of SME software gives the bank the opportunity to decisively expand its range of services for startups and small businesses. Sage sees further growth potential thanks to this cooperation. Tobias Ackermann, Country Manager of Sage in Switzerland, comments: "The partnership is an important step for us to expand our position in the Swiss market. Customer proximity, security and the familiarity of Zürcher Kantonalbank are of central importance to us. In addition, we share the aspiration to free entrepreneurs from administrative tasks so that they can concentrate fully on their core business." Sage says it is looking into cooperations with other financial institutions and insurance companies.

Sage Start for SME customers of Zürcher Kantonalbank

Sage Start (www.sagestart.ch) enables customers of Zürcher Kantonalbank to process orders, quotes, invoices and wages. The integrated financial accounting can be connected directly with the e-banking of Zürcher Kantonalbank - if required, also with any other Swiss bank. In this way, all cash accounts can be reconciled with this software solution. The program assigns the movements in e-banking directly to the appropriate customers and suppliers. This ensures full control over liquidity. In addition to liquidity management, Sage Start automates many double-entry accounting processes in the background.

The research was conducted by Korn Ferry's Hay Group division and is based on employee surveys of 350 companies and 6.8 million workers. "According to estimates, Millennials will make up around 75% of the workforce by 2025 and accordingly represent a real force. They are a highly educated and tech-savvy generation," says Stefan Baldenweg, senior client partner at Korn Ferry Hay Group. Key findings from the study are:

Feedback and opportunities for advancement

• 71% of Millennials believe that their direct reports support their development. Among the total workforce, only around 63% held this opinion.
• Millennials are more likely to report that the feedback they receive from their supervisors helps them improve - 67% compared to 63% of the total workforce.
• The Millennial generation also believes that good performance is appropriately recognized. This was confirmed by 67%. Among the total workforce, the figure was 63%.

Faith and values

• 78% of those born between 1980 and 2000 are positive about their employers' prospects for success in the next two to three years, compared with 72% of the total workforce.
• Millennials care more than the overall workforce that their companies treat employees with respect. This was said by 82% of the Millennial generation compared to 79% of the total workforce.
• 80% of Millennials support that their employers value and promote diversity. 77% of the total workforce felt the same way.

"Members of the Millennial generation want more than lip service. They also want their employers to act socially and ethically. Millennials want proof that the company places great value on doing the right thing," says Stefan Baldenweg.

Millennials demand challenge and recognition

While Millennials demonstrated greater agreement in many areas, the Korn Ferry Hay Group analysis showed that individuals of this generation are eager to demonstrate their abilities and be rewarded for their efforts.

• Compared to the overall workforce, Millennials were less likely to report that their employers make good use of their skills and abilities - 71% compared to 74% of the overall workforce.
• Only 47% of Millennials believe they are paid fairly for their work. At 50%, half of the total workforce believed they were fairly compensated.
• Some may think restless Millennials are leading the job-hopping trend, and to some extent that's true. Korn Ferry's research shows that the Millennial generation is less likely to intend to stay with their current employer for more than five years - 48% of them versus 60% of the total workforce.

"But the greater mobility among Millennials could also be a factor of their young age. Statistics show that Millennials with college degrees stay with their employers longer than people from Generation X did in 2000, when they were the same age as today's Millennials," explains Stefan Baldenweg. "Given the low unemployment rate, it's important to offer all employees challenges and more advanced roles to ensure they are ready to contribute to the company's future success."

Managers have a strong influence on the performance and daily work of their employees. Their behavior usually has a direct impact on the success of a team. That's why most managers see themselves in the role of setting the pace for collaboration: 58 percent of the supervisors surveyed in Germany say that they give their employees clear direction so that no uncertainties arise.

Symbols of success with a clear vision of the future

According to the results of the study, most managers are self-confident about their role. Seven out of ten respondents assume that their employees see them as a symbol of success and performance. Just as many managers believe that they have a vision of the future that spurs employees on. However, this vision does not always seem to have anything to do with the dominant future topic of "digitization" - being involved in the development and implementation of a digitization strategy themselves only applies to just under half of the managers.

Bosses do not want to monitor

When it comes to communicating benefits and positive messages, supervisors tend to be more reticent. 43 percent inform their employees about what they will receive if they meet the employer's requirements. However, managers' trust in their teams seems to be high anyway. This is shown by two results of the study by StepStone and Kienbaum. On the one hand, the majority of bosses assume that their employees can also organize themselves independently (64 percent). On the other hand, only one in ten bosses considers it necessary to guide a team very closely so that tasks are actually completed.

Source: www.stepstone.de

The Höhere Technische Lehranstalten (HTL) and the Höhere Wirtschafts- und Verwaltungsschulen (HWV) became Fachhochschulen (FH) more than 20 years ago. Since then, the HTL and HWV graduates have been able to retroactively the university of applied sciences title acquire. Since 2009, those who hold a UAS title can simultaneously use the bachelor title due to the Bologna reform. Nevertheless, until now, HTL and HWV degrees were assigned to the category of today's higher technical colleges (HF) in the salary structure survey (LSE) of the Federal Statistical Office (FSO). Correctly, however, they should be assigned to UAS degrees (category 2) or reported separately.

HTL and HWV graduates received the wrong salary for years

By no means all HTL and HWV graduates have subsequently acquired the FH title. As a result, a large proportion of them have been assigned to the wrong salary category in the official LSE. The informative value of the HF and FH categories was thus impaired. Both employers and employees received inconsistent wage references. A worse position of HTL and HWV graduates could not be excluded.

After a Coverage of the Aargauer Zeitung from 21.8.2017 The umbrella organization UAS Switzerland intervened over this grievance and sought talks with the FSO and the State Secretariat for Education, Research and Innovation (SERI). The talks had an effect: the SERI submitted a proposal to the FSO to classify the HTL/HWV titles in the category of UAS degrees. The FSO has now given the green light: they want to reflect reality as accurately as possible with the statistical information they produce.

New wage structure survey brings equality

As of the 2018 salary structure survey, HTL and HWV degrees are now assigned to category 2. The classification of salaries is done via the employers and a system available to them. Since it is possible that this has not yet been updated, employers must in some cases manually assign the degrees to category 2. In order to ensure that the degrees are correctly assigned, FH Schweiz therefore still recommends that HTL and HWV graduates submit the subsequent acquisition of the FH title and to notify the employer of this.

More information: www.fhschweiz.ch, www.titelumwandlung.ch

Everyone agrees that if you want to become healthier, slimmer, fitter or whatever, you have to do something about it every day. It's not enough to eat healthily once a week and otherwise eat junk food. Or to brush your teeth only once a month and trust in the powers of nature. Or to run five kilometers once a month and believe that you can keep going in the next marathon.

Here's the exciting part: When it comes to mental fitness and a strong mindset (i.e., what we need as a foundation in any team to post sustainable successes), most believe an annual workshop is all it takes. Here's the unpleasant truth for many: for a strong mindset and mental fitness - and thus for your success - you need to do something every day(!). As a team leader or CEO, it's your job to work on this with your team on an ongoing basis.

Here are three exemplary topics (from a variety of others) that you should practice daily:

1. Objective. Set daily goals (in writing!) and work consistently to achieve them: Which top goal do you absolutely have to achieve today, no matter what? What are your number 2 and 3 goals? Write them down as your first action in the morning. This takes maybe 3 minutes, and keeps you on track throughout the day. More importantly, it trains your mindset in that it will Targets are what determine your success, but not tasks (many confuse this).
2. Commitments. Yes, integrity (you do what you promise) can and must be trained. Because our instinct is always to go for the short term advantage and don't care about our promises. Therefore, work on keeping EVERY commitment, especially the ones you make to yourself. Most people are extremely careless with their own commitments.
3. Personal Growth. Soak up knowledge, ideas and inspiration from top experts every day. Use all channels like books, articles, audio courses, video courses, mastermind groups, conferences and much more. I'll tell you from my own experience: daily personal growth is a habit.

So go ahead: Create your training plan for your mental fitness and train daily. The best thing to do is to get a coach who will constantly remind you and support you.

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

Personalized digital offerings with high utility value that are already merging with consumers' everyday lives: this is just one of the important technology trends currently under discussion. At the same time, providers of such offerings are transforming themselves into agile "intelligent companies" through the feedback of acquired data. This is underpinned by a study on which the Technology Vision is based, conducted by the consulting firm Accenture among 6,300 business and IT decision-makers worldwide. According to the study, more than four out of five respondents (84 percent) are of the opinion that, thanks to technology, companies now play an important role in people's everyday lives. Among other things, reference is made here to the growing influence of AI-based voice assistants such as Amazon Alexa, which are already integrated into many products and are thus also gaining relevance in more and more situations in daily life.

Providers must assume more responsibility

However, this presents companies with new challenges in the area of tension between future growth opportunities and greater social responsibility resulting from the ubiquity of technology. The more seamlessly technology becomes integrated into our private and professional lives, the more important it becomes for companies to redefine their relationship with customers and business partners and to focus on the responsible use of technology. "Information technology is now an integral part of our lives and is therefore also changing work and society," says Marc Zollinger, Head of Technology at Accenture Switzerland. "The greater the impact of digital innovations on our everyday lives, the more important it becomes for providers of corresponding services and technologies to take responsibility. On the one hand, this means that companies have to solicit more trust from customers and stand up for transparency. On the other hand, customers must become accustomed to sharing personal information if they want to derive maximum benefit from digital services."

The Technology Vision also describes how the relationship between companies and consumers is changing from a one-way street to a highway on which data is exchanged in both directions. Whereas consumers were previously primarily passive users of products and services, they now use their data to contribute to their functioning and continuous further development. This development enables companies to engage in "integrated innovation," but requires a trusting, partnership-based relationship between the players that goes far beyond the purely functional value of products. Shared goals and values will shape the relationship between companies and individual customers much more strongly in the future. This requires the right management in the companies.

The five technology trends for business

To fulfill their social responsibility and build new partnerships in the digital ecosystem, companies should take these five technology trends in particular to heart:

1. AI for all: advancing artificial intelligence (AI) for business and society. The better artificial intelligence works, the greater its influence on people's everyday lives. For companies whose business models are increasingly based on AI, this means fulfilling their social responsibility and defining clear rules about what AI can and cannot do.
2. Augmented reality: the end of distances. Virtual reality (VR) and augmented reality (AR) are increasingly blurring the boundaries between the real and virtual worlds. These technologies are thus changing the way people live and work and leveling spatial distances.
3. Data accuracy: the importance of trust. The more companies' business models rely on data, the greater a new form of vulnerability becomes: incorrect, manipulated, and biased data that leads to flawed business insights and biased decisions with a significant impact on society. The best way for companies to meet this challenge is on two tracks, by paying even closer attention to correct data sets while reducing incentives for manipulation.
4. Boundless business: partnership on a grand scale. Companies depend on technology-based partnerships across industries to grow, but their own legacy systems are not built to support such ecosystems of partners. Tomorrow's leading companies will be those that seek and enable partnerships on a large scale today, but design their internal systems and processes early to do so
5. Internet of thought: creating smart environments. Companies have high expectations for intelligent environments created through robotics, AI, and immersive experiences. To bring these intelligent environments to life, companies must not only educate their employees and build new capabilities, but also update their enterprise IT.

"With the rapid spread of new technologies, the role of companies is also changing: They are increasingly transforming themselves from pure suppliers to partners in a comprehensive innovation process, developing new solutions together with customers, employees, research institutions and other companies," continues Marc Zollinger. "Thanks to this networking with a wide range of players and the resulting stronger anchoring in society, trust in companies is also growing. In this way, they are laying the foundation for tomorrow's growth."

More information on this year's study: www.accenture.com/de-de/insight-technology-trends-2018.

How satisfied are employees in their jobs? And how willing are they to change jobs? This is what the online network XING wanted to find out and surveyed around 500 working people in German-speaking Switzerland.

More than half of boys would change jobs in 2018

85 percent of respondents said they were very or somewhat satisfied with their current job. Only 6 percent were really dissatisfied. The survey found that this positive picture was evident across all genders and age groups. But even if the vast majority like their current job, 30 percent of Swiss employees would be open to a change, and another 10 percent have already taken concrete steps. Younger employees are particularly keen to change jobs: at 60 percent, well over half of 18- to 29-year-olds are prepared to change their job this year.

Job search in Switzerland is a local affair

According to the GIM study, an important criterion when choosing a job is the place of work. Four out of ten respondents would like a job at their own place of residence. 51 percent would still be willing to travel a maximum of 50 kilometers to work. Overall, men and full-time employees are willing to travel somewhat further for work than women and part-time employees. Only very few are drawn beyond the country's borders: Just 3 percent would leave Switzerland for a job.

Job search: Swiss use their personal network

When looking for a new job, Swiss people most frequently obtain information from acquaintances, friends or family members: Almost two-thirds use their personal network to look for a job. This is followed by general job exchanges on the Internet (58 percent) and specialized job portals (56 percent). Companies can take advantage of this fact by actively integrating their employees' personal online networks into their e-recruiting strategy. "Taking advantage of such new opportunities is particularly urgent at a time when there is a shortage of skilled workers and full employment," says Yves Schneuwly, Managing Director of XING Switzerland.

Top desired employers among Swiss XING users: Swisscom, Migros and SBB

A recent analysis of the employers of choice entered in XING profiles shows the most frequently mentioned Swiss companies:

1. Swisscom
2. Federation of Migros Cooperatives
3. SBB CFF FFS
4. Roche
5. UBS
6. ABB
7. The Swiss Post
8. Credit Suisse
9. Swiss International Air Lines
10. Federal Administration

As expected, big names with high appeal are found at the top of the list. "The larger Swiss companies in particular, which stand for progressive working conditions, enjoy the status of employer of choice among employees. Despite their size, these companies are well anchored locally," says Yves Schneuwly. To make it easier for smaller Swiss companies to identify who is interested in working at their company, XING has set up a desired employer function. In this way, the search for the "perfect match" can be targeted.

Source: www.xing.com

Searching for content on the Internet has improved significantly in recent years. Not so on the company intranet: here, time seems to have stood still in many places. It is still difficult to distinguish the essential results here from numerous superfluous search results - almost like in the early days of the Internet. These problems are constantly getting worse with the exponentially growing amount of data in companies: Every two years, the amount of data available in the company doubles. For employees, the search thus becomes a search for a needle in a haystack.

Swiss search engine for intranet

Now Swisscom, together with the Swiss software provider Hulbee, is launching a central solution that massively simplifies finding relevant documents - regardless of where they are stored - within the company itself, making it comparable to searching the Internet. "Enterprise Search" is - as it is called - a flexible and scalable solution that can be implemented not only internally, but also on the company's own website or external online store. The advantage for companies: They can tailor the search to their needs and have the guarantee of not finding external advertising in the results. In addition, the customer chooses whether to use "Enterprise Search" hosted in Swisscom data centers or on-premise on the company's own servers.

20 percent more productive

Until now, one of the few solutions for companies was the "Google Search Appliance": a hardware solution for using Google search technology for your own intranet. But this product will be taken off the market this year. The need for new in-house search solutions is therefore great. Not least because poor internal search reduces productivity massively: employees spend up to one fifth of their working time searching for internal information. While many companies have recognized this - with newly introduced document filing systems, however, they have achieved exactly the opposite: ever new filing locations, different file formats and often parallel cloud services only make the search even more confusing. Andreas Wiebe, CEO of Hulbee AG, says: "Although there are approaches to solutions, they often fail to establish themselves due to a lack of user-friendliness. The reason for this is simple: In private life, people are used to querying the search engine even for addresses and domain names. Why should one switch back to directories and filing systems in the professional world? We want to close this gap with our offer".

"Enterprise Search" focuses on intuitive use for the employee, which leads quickly and reliably to the target: Regardless of the storage location and file type, all information is searched and, if desired, automatically summarized. How this works is explained by the CEO of Hulbee in a Video.

More information about the product: www.swisscom.ch/enterprise-search