Bosch and other success stories
The automotive industry remains the German favorite employer - this is confirmed by this year's rankings. Even in spite of a negative press, Volkswagen is still able to maintain its position well. In the ranking of the engineers, the Wolfsburg runners lose only three positions. This shows what a good employer communication is!
The top newcomers in the Top 50 are EDEKA, REWE Group and Deloitte (Economics), European Patent Office (plus 62 positions with the engineers) and Roland Berger Strategy Consultants (IT / Computer Science). These are the results of the now released Universum Young Professional Survey 2016. 8.375 took part in this process, with a maximum of 40 years, with a work experience of one to eight years.
A true success story this year is written by Bosch. In three rankings, the Company place in the top ten. Bosch made good jobs everywhere and made it possible to jump up to eight positions - which, incidentally, is not least a success of employer communication, which makes Bosch particularly authentic and innovative.
Satisfied, but on the go
Satisfaction with the current employer is on average 7 of possible 10 points and can therefore be described as "good". Nevertheless, almost one in three wants to change jobs - and that within the next year! The main reason for the job change is a better remuneration and additional benefits.
Speaking of salary: The fact that women still earn much less than men is covered once again by the Universum Young Professional Survey 2016. While women on average have an annual salary of almost 40.000 Euro, it is almost 51.000 Euro among the men. The salaries of engineers are highest.
May it be a little bit more?
If you ask the young employees what extra services they want, a good old acquaintance is named most often: the occupational pension - which is by no means an obsolete model! A renaissance of values ...
While occupational retirement provision is equally high for women and men, other desires are gender-specific: women attach particular importance to opportunities for further training and overtime; Men prefer a company car and a profit participation.
A praise, please!
But again back to the high willingness to change. What can employers do to keep the young talent in the company? The executives play a key role here. For example, "executives who promote my development" are now regarded as the second most important "driver of employer attractiveness", right behind an attractive base salary.
Expectations of young workers to their superiors are high. In particular, an open communication and frequent feedback are required. What sounds simple is often difficult in practice. Not everyone is open to new openness - and in many a company a true cultural change is needed.
Magic word "flexibility"
In terms of long-term career goals, there is still a balanced work-life balance on 1. But "work-life-balance" is of course a wide field. The study shows what the young workers actually mean by this.
In addition to a positive working atmosphere, they especially want flexibility, ie flexible working hours and flexible working conditions. Employers who can offer both greatly increase their market value for their own and potential new employees - assuming good communication.
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