Welcome to HR@SWISS
Reto Schmid, Head of Human Resources October 4, 2013
ETH Discovering Management
We want you!
Our HR lifecycle
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Onboarding Compensation
& Benefits Performance
Management Career Succession Management
Learning &
Competence Management
Do you want us as well?
Why would you / wouldn’t you want to work for SWISS?
SWISS: who are we?
• 8’067 employees
1’263 pilots, 3’645 cabin crew members, 3’159 ground
• 74 nations
• Hired more than 1‘000 employees, 43 apprentices and 80 interns in 2012
• Created more than 200 new jobs
45%
39%
16% Cabin Crew Members
Ground Pilots
SWISS is an attractive employer
Rank 20 for Engineers Rank 21 for IT
Rank 46 for Natural Sciences
SWISS is a multi-cultural company
The SWISS
Spirit
Cockpit:
Safety culture
Cabin:
Customer culture
Ground:
Service culture
Management:
Performance culture
SWISS is back in the air and there to stay
SWISS has the ambition to be the best airline in Europe in terms of quality of service und profitability
Profitable growth with an average EBIT-margin of 8%
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Onboarding Compensation &
Benefits Performance
Management Career Succession Management
Learning &
Competence Management
Our HR lifecycle
What do we pay – and what for?
•
Base Salary•
Variable component for all employees- Performance orientation / variabilization of cost
•
Variable component for management- we are all sitting in one boat company targets only - short term annual performance
•
Long term incentive scheme for management - long term stock market performance•
Voluntary one time payments•
Fringe BenefitsOur HR lifecycle
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Onboarding Compensation
& Benefits Performance
Management Career Succession Management
Learning &
Competence Management
What is your performance / potential?
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Onboarding Compensation
& Benefits Performance
Management Career Succession Management
Learning &
Competence Management
Our HR lifecycle
In what direction should we move?
Stay or Move?
Rotation?
Training Measures?
2 1 2 2
5
3 1
2
2
5 4
1
4 7
1
2
2 1
2
4
1
1
2 2
2 4
1
3
1
1
1
2
1
1
1
1
1
3 Upper Management
Rotations as valuable tool to broaden experience of general management
# positions
SD
CLA M SM D VP
How does the SWISS development landscape look like?
Employee groups
All employees High potentials / High performers
General Training Catalogue (GTC)
Soft Skills Method Skills
Leadership Skills (incl. Leadership
License)
Airline Business Processes IT Applications
Reservation, Fares
& Ticketing Product/ Company
Sales/ Marketing Star Alliance
Leadership Training Leadership Ahead Leadership License
Leadership Advanced
Various leadership- related trainings:
e.g. Change Management, Coaching etc.
Move Experts (start as per end of
2013)
Specific Skills
Leadership Project Management
Project Management
Training GTC:
Methods &
Techniques of Project Mgt.
GTC:
PRAGMAplus:
Project Mgmt. basic
GTC:
PRAGMAplus:
project methodology, tools
& instruments
GTC:
Project Mgt. Plus
Project Leader Coaching Education
Agreement
SWISS Campus
Upper Mgt. Middle Mgt. Base Mgt.
Individual Development
Measures e.g.
Special Training Peer Coaching
Coaching etc.
SD
CLA M SM D VP
Development landscape in cooperation with Lufthansa
School of Business &
Corporate College Soft Skills Method Skills Leadership Skills
Airline Business IT
Product/ Company
Gender-focused training
etc.
GMP
F-Kurs
Explorers LH-Stammtisch
(regulars’ table)
IMpact
Talents in Sales
& Station (predominantly) High potentials/ High performers
C-Kurs IMPM
Upper Mgt. Middle Mgt. Base Mgt.
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Compensation Performance
Management Career Succession Management
Learning &
Competence Management
Our HR lifecycle
Our HR lifecycle
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Onboarding Compensation
& Benefits Performance
Management Career Succession Management
Learning &
Competence Management
What kind of staff do we need to succeed with our strategy?
COSTS
CAPACITY CUSTOMERS
LEADERSHIP
Goal: Clear differentiation in a commodity business
Goal: Further improvement of our business competencies
to secure profitability
Goal: Using strengths of the LH Group to succeed in the market
Changing staff / skills required over time
Crisis Future
strategy Start-up
strategy Re- Turnaround
dimensioning
EBIT margin
Milestones
SWISS started on 1.4.2002 4'395
4'126
3'642 3'732
4'153
4'895 5'237
4'363
4'774 4'893 4'997
-20.7%
-12.1%
-3.3% -0.4%
5.6%
11.7%
9.0%
3.3%
7.7%
6.2%
4.0%
-22.0%
-17.0%
-12.0%
-7.0%
-2.0%
3.0%
8.0%
13.0%
18.0%
23.0%
28.0%
-4'000 -3'000 -2'000 -1'000 0 1'000 2'000 3'000 4'000 5'000 6'000
2008 2007
2006 2005
2004 2003
2002 2009 2010 2011 2012 2013
Our HR lifecycle
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Compensation Performance
Management Career Succession Management
Learning &
Competence Management
Creating the future together
Transition
Workforce Planning
Employer Branding &
Sourcing
Recruiting &
Compensation Performance
Management Career Succession Management
Learning &
Competence Management
Our HR lifecycle
We want you!
Questions & Answers
Cabin Crew Member
Ausbildung
Cabin Crew Member Ausbildung
Dauer der Ausbildung
4 Wochen Kurs bei Swiss AviationTraining
– Theorie in Service, Medical, Emergency, Door Training – 2 Monate Einführung auf der Strecke
Kosten
Gesamte Ausbildung wird von SWISS finanziert
Cabin Crew Member Karriere
Kurzstreckenflüge (EU) – Economy, Business Langstreckenflüge (IC) –Economy, Business
Mit Berufsprüfung (BBT) –InstruktorIN
– First Class
Führungsaufgaben
– MC EU (MC - MAITRE DE CABINE) – MC IC
Cabin Crew Member Anforderungen
- Schweizerische Staatsangehörigkeit oder EU-Pass - Mindestalter: 20 Jahre
- Mindestgrösse: 158 cm - Normalgewicht
Cabin Crew Member Anforderungen
- Gute Gesundheit und Belastbarkeit
- Abgeschlossene Berufslehre oder entsprechende Schulbildung
- Sehr gute Sprachkenntnisse in Englisch und Deutsch; Französisch, Italienisch oder Spanisch von Vorteil (Sprachaufenthalte empfohlen)
- Charmant, freundlich, kontaktfreudig, dienstleistungsorientiert
- Qualitätsbewusstsein im Sinne traditioneller Schweizer Gastfreundschaft
- Gepflegtes Erscheinungsbild, tadellose Umgangsform, keine sichtbaren Tattoos - Flexibilität (z.B. unregelmässige Arbeitszeiten)
- Abgeschlossene militärische Grundausbildung (falls dienstpflichtig) - Gute Schwimmkenntnisse
Cabin Crew Member Bewerbungsablauf
– Bewerbung über swiss.com/career
– Vorauswahl gem. elektronischer Bewerbung – Assessment
Mehr Informationen
Swiss International Air Lines Ltd.
Recruiting & Talent Scouting Tel. +41 44 564 44 22
swiss.com/cabincrew
Pilot/in
Pilot/in
Anforderungen für eine Bewerbung bei SWISS
- Schweizerische Staatsangehörigkeit, EU-Pass oder EFTA-Staatsangehörigkeit - 20 Jahre - 33. Geburtstag bei Einreichen der Bewerbung
- Körpergrösse min. 1.60 m / max. 1.98 m
- Höchste Volksschulstufe mit abgeschlossener Berufsausbildung (mind. 3 Jahre) oder Matura/Abitur und/oder Berufsmatura/Fachhochschule
- Deutsch: Muttersprache oder Nachweis Niveau B2 gemäss Sprachenportfolio des Europarates
- Englisch: Muttersprache oder Nachweis Niveau B2 (7), z.B. Cambridge First Certificate A oder B
- Ein/e dienstpflichtige/r BewerberIn muss den Grundwehrdienst (CH: Rekrutenschule) oder den Zivildienst (CH: „langer Einsatz“) zum Zeitpunkt der Bewerbung
Pilot/in
Bewerbung
Eignungsabklärung Ausbildung Line Intro
Eignungsabklärung durch SWISS
Ausbildung bei
Swiss AviationTraining
Einstieg bei SWISS
Pilot/in
Bewerbung
Anmeldung
Tests im Flugtrainer
Apparate Test
Persönlichkeits- abklärungen
Leistungstest
Medizinische Abklärung
Entscheid
Auswahl-
kommission
Pilot/in
Bewerbung
Swiss International Air Lines Ltd.
Flight Crew & Management Assessment Center ZRHLX/OCTR
P.O. Box
CH-8058 Zürich-Flughafen
Tel. +41 44 564 57 61
pilot.application@swiss.com SWISS.com oder
swiss-aviation-training.com
