SLIDE 1
INDUSTRY 4.0 AND ITS FUTURE STAFF.
Matching millennials perceptions of a perfect job with the requirements of digitalization.
André Calero Valdez Anne Kathrin Schaar, Tatjana Hamann, Martina Ziefle
Human-Computer Interaction Center, RWTH Aachen University, Germany
SLIDE 2 AGENDA
- Motivation “A new era of work”
- Industry 4.0 – Internet of things
- Demographic Change
- A new generation of workers
- Study „Millennials' perception of a perfect job“
- Main research questions
- Methodological framework
- Key results
- Discussion & Outlook “Shaping future work”
- Conclusions
- Derivation of recommendations for practical action
SLIDE 3
MOTIVATION Fundamental technological progress and a new era of work
SLIDE 4 MOTIVATION Industry 4.0 – The Internet of things
- Fundamental digitalization leads to a general
transformation in industry
- Processes, devices, objects and environments are
connected via the Internet and controlled by software
→ work processes will be more networked, digital and flexible
SLIDE 5 MOTIVATION Industry 4.0 – The Internet of things
- Fundamental digitalization leads to a general
transformation in industry
- Processes, devices, objects and environments are
connected via the Internet and controlled by software
→ work processes will be more networked, digital and flexible
→ Against the background of a digitalizing industry the question of how companies and future staff are prepared for these changes is becoming increasingly important!
SLIDE 6 MOTIVATION A new era of work
- Digitalization of Work
- New job formats
digital services etc.
new communication forms
- Demographic change
- Retirement of baby boomers
loss of knowledge
- Less specialists available
“war for talents”
- New generation of workers
- Millennials
new job requirements?
SLIDE 7 STUDY – „Millennials' perception of a perfect job” Methodological framework
- Research question:
- What are relevant job requirements for Millennials?
- How are the trade-offs between different requirements?
- Mixed method approach (qualitative, quantitative)
- Triangulation of results
- Methods
§ Focus group discussions § Conjoint study (N=165):
- tasks: routine, easy, challenging
- flexibility: fixed working times, flexitime, flexible work
- family friendliness: statutory minimum, co-financing,
company kindergarten
- salary: less than 300, average salary more than 300
less than 300€ avarage salary more than 300€ Salary routine Tasks easy tasks challenging tasks flexibile work flexitime fixed working times statutory minimum co-financing company kindergarten Attributes of CBC 1 Additional attributes of CBC 2 Attribute Specification Tasks Flexibility Family friendliness
SLIDE 8 STUDY – „Millennials' perception of a perfect job” Key results – focus group discussion
Sample description:
- N = 4 / focus group
- Technical group: n= 3 men; n=1 women
- Non-technical group: n=2 men; n=2 women
Key findings:
- Millennials attach great importance to “soft” factors
- f work
- “Soft factors” are perceived equally, if not more,
important as salary
- Essential job requirements:
- Flexibility at work,
- Interesting and challenging tasks,
- Compatibility of career and family
SLIDE 9 STUDY – „Millennials' perception of a perfect job” Key results – conjoint study
Sample description:
- N=165
- 42% male, 58% female
- Age range: 17 – 33 years of age
- 62.4% revealed a university degree
- 98% have job experience (internships, training, student
assistance activities)
- 63% have no children
- 32% stated hat they want to have children in the next five years
SLIDE 10
Example Task
Routine task Easy task Challenging Task Fixed Working Time Flexitime Flexible Work Statutory Minimum Co-Financing Work Kindergarden
SLIDE 11
STUDY – „Millennials' perception of a perfect job” Key results – conjoint study - Relative importance of attributes
39,16 28,07 17 15,77 44,04 30,95 25,01
20 40 60
Salary Tasks Flexibilty Family friendliness Attributes CBC 1 (without salary) CBC 2 (with salary)
SLIDE 12 STUDY – „Millennials' perception of a perfect job” Key results - conjoint study - Part worth utilities
Flexibility Tasks Familiy friendliness Salary
- This scaling allows comparison of
differences between attribute values
- Task type = most importante atribute
- Family friendliness least important
- Introduction of salary shows clear
effects on participants’ decision modelling:
- Salary becomes the most important
criterion,
- But the order of the assessment of the
- ther attributes stays the same
SLIDE 13 DISCUSSION & OUTLOOK “Shaping future work”
- Choosing a job is a complex process
- The next generation of workers is starting their
career with great expectations
- Majority of Millennials prefer
- challenging and responsible tasks
- flexible working time models
- When salary comes into play the picture of
earlier generations is retrieved
- More knowledge about the job expectations of
the upcoming workforce can help to adjust their attractiveness and create target job profiles
SLIDE 14 DISCUSSION & OUTLOOK – THANK YOU! “Shaping future work”
- Choosing a job is a complex process
- The next generation of workers is starting their
career with great expectations
- Majority of Millennials prefer
- challenging and responsible tasks
- flexible working time models
- When salary comes into play the picture of
earlier generations is retrieved
- More knowledge about the job expectations of
the upcoming workforce can help to adjust their attractiveness and create target job profiles
RWTH Aachen University, Human-Computer Interaction Center calero-valdez@comm.rwth-aachen.de
This research was funded by the German Research Foundation (DFG) within the Cluster of Excellence „Integrative Production Technology for High-Wage Countries” (EXC 128).
SLIDE 15
Age Differences
≤ „≤ Jahre“ „ Jahre“ „ Jahre“ „ “ War das Attribut „Familienfreund- lichkeit“ in der CBC 1 bei der Gruppe der 27 für „≤ “ 16,10% für „ “ tribut „Aufgaben“ weisen die 25 bis
44,40 31,49 24,12 44,95 30,49 24,56 41,91 30,72 27,37 10 20 30 40 50 Aufgaben Flexibilität Familienfreundlichkeit Relative Wichtigkeit in Prozent Attribut <=24 Jahre 25-26 Jahre 27+ Jahre
SLIDE 16
Age Differences with Salary
(„weiblich“ 30%)
27,08 17,45 16,41 39,07 28,85 15,77 16,10 39,28 28,62 18,16 14,06 39,16 10 20 30 40 50 Aufgaben Flexibilität Familienfreundlichkeit Gehalt Relative Wichtigkeit in Prozent Attribut <=24 Jahre 25-26 Jahre 27+ Jahre
