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
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
MOTIVATION Fundamental technological progress and a new era of work
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
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!
MOTIVATION A new era of work • Digitalization of Work - New job formats digital services etc. - Innovative ICT 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?
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 Attributes of CBC 1 Attribute Specification § Focus group discussions Tasks routine Tasks easy tasks challenging tasks § Conjoint study (N=165): Flexibility fixed working times flexitime flexibile work - tasks : routine, easy, challenging - flexibility : fixed working times, flexitime, flexible work Family friendliness statutory minimum co-financing company kindergarten - family friendliness : statutory minimum, co-financing, company kindergarten Additional attributes of CBC 2 - salary : less than 300, average salary more than 300 Salary less than 300€ avarage salary more than 300€
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 of 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
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
Example Task Routine task Easy task Challenging Task Fixed Working Time Flexitime Flexible Work Work Kindergarden Statutory Minimum Co-Financing
STUDY – „Millennials' perception of a perfect job” Key results – conjoint study - Relative importance of attributes 25,01 Family friendliness 15,77 30,95 Attributes Flexibilty 17 44,04 Tasks 28,07 Salary 39,16 0 20 40 60 CBC 1 (without salary) CBC 2 (with salary)
STUDY – „Millennials' perception of a perfect job” Key results - conjoint study - Part worth utilities • This scaling allows comparison of Tasks differences between attribute values Flexibility • Task type = most importante atribute • Family friendliness least important friendliness Familiy • Introduction of salary shows clear effects on participants’ decision modelling: - Salary becomes the most important Salary criterion, - But the order of the assessment of the other attributes stays the same
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
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 Dr. André Calero Valdez RWTH Aachen University, Human-Computer Interaction Center • More knowledge about the job expectations of calero-valdez@comm.rwth-aachen.de the upcoming workforce can help to adjust their attractiveness and create target job profiles This research was funded by the German Research Foundation (DFG) within the Cluster of Excellence „Integrative Production Technology for High-Wage Countries” (EXC 128).
Age Differences 44,40 Aufgaben 44,95 41,91 Attribut 31,49 Flexibilität 30,49 30,72 24,12 Familienfreundlichkeit 24,56 27,37 0 10 20 30 40 50 Relative Wichtigkeit in Prozent <=24 Jahre 25-26 Jahre 27+ Jahre ≤ „≤ 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
Age Differences with Salary 27,08 Aufgaben 28,85 28,62 17,45 Flexibilität 15,77 18,16 Attribut 16,41 Familienfreundlichkeit 16,10 14,06 39,07 Gehalt 39,28 39,16 0 10 20 30 40 50 Relative Wichtigkeit in Prozent <=24 Jahre 25-26 Jahre 27+ Jahre („weiblich“ 30%)
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