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kununu Prüfprozess
40 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,6 Punkten auf einer Skala von 1 bis 5 bewertet.
Modernes Arbeitsumfeld, spannende Tätigkeitsfelder
Schwenk der Unternehmenskultur weg von Zusammenhalt hin zu Wettbewerb und Top-Down-Management
Im Büro herrscht teilweise Anonymität
Ziele werden mit jedem Jahr fordernder und sind zum grossen Teil nicht direkt beeinflussbar. Das frustriert.
Karrierepfade stehen nicht allen (wertvollen) Mitarbeitern offen
Gehalt immer noch gut, aber teilweise Entwertung von Benefits wie z.B. bei Firmenwagenregelung
Nur noch wenige physische Teamtreffen
Erfahrung und ausgereifte Soft Skills werden weniger geschätzt. Stattdessen wird vornehmlich Wissen in aktuellen Hype-Themen wertgeschätzt.
In weiten Teilen mehr Top-Down-Management-Kultur als noch vor einigen Jahren
Modernes Büro, Home-Office in grossem Umfang möglich
interessantes und modernes Arbeitsumfeld und entsprechend spannende Aufgaben
Die SAP ist für ein grosses Software Haus viel menschlicher und sozialer orientiert als unsere amerikanischen Mitwettbewerber.
Ziele sind wichtig und die Firma besteht im Markt, aber eher durch Langfristigkeit & Diversität, als durch knallharte Profit Orientierung.
Die Kommunikation, wenn negative Sachen kommuniziert werden müssen vermisst die nötige Klarheit & Ehrlichkeit
Frühere, klarere Kommunikation bei Änderungen
Die SAP Arbeitskultur ist fantastisch: Der Mensch und die Familie stehen an erster Stelle. Dies erlaubt es Familie und Beruf zu vereinbaren, ohne einen Spagat machen zu müssen. Die flexiblen Arbeitszeiten erlauben es die beruflichen Ziele zu erreichen und sich dabei ebenso um die Familie zu kümmern.
Karrieremöglichkeiten gibt es zahlreiche - wenn man möchte, kann man. Die SAP hat verschiedenste Förderprogramme die durchweg ein super Angebot für diejenigen bieten die sich weiterbilden und einen Unterschied machen möchten.
Auch für schlechte Zeiten ist die SAP vorbereitet: sollte es einem als Arbeitnehmer je schlecht ergehen hat die SAP ein super Angebot ausgerichtet auf das seelische und psychische Wohlbefinden der jeweiligen Person.
Da der Mensch bei der SAP an erster Stelle steht, gibt es noch zahlreiche weitere Programme, alle mit dem Ziel das es dem Menschen an sich gut ergeht.
Geht es dem Menschen gut, geht es dem Unternehmen gut. Und genau dieses Mindset macht den Unterschied.
Viel Erfolg !
Es gibt tatsächlich nichts zu bemängeln. Und wenn dann sind es Kleinigkeiten. Selbst diese Kleinigkeiten kann man anbringen und man wird gehört - Das SAP Schweiz Team ist stets bemüht Lösungen zu finden.
Sehr transparent, grosszügig, Mitarbeiter- und Kundenorientiert.
nichts.
SAP ist bekannt dafür, etwas Bürokratisch zu sein, das stammt vlt. noch aus der Historie der Firma. In diesem Bereich könnte SAP sicherlich noch etwas effizienter unterwegs sein. Mit dem Ziel, in die Cloud zu migrieren, ist das jedoch eines der Hauptbestreben.
Die benefits wie das tägliche gratis Mittagessen.
Tatsächlich nix
Bessere Chance auf Übernahme.
Parkplatz wird bezahlt, für ÖV wird allerdings nichts bezahlt.
Benefits, Brand, globale Wechselmöglichkeiten
Gesamtes Management
Transformation zur Cloud company kann nicht erzwungen werden, erst recht nicht mit diesen internen Prozessen u Rabatt Strategien
Management großteils austauschen
Teils ja teils nein
Nur bestimmten Netzwerken vorbehalten
Quotenerhöhungen sowie Bonuskürzungen Jahr für Jahr
Micromanagement, mangelnde Wertschätzung
Stupide Vorgaben erfüllen andernfalls Micro Management par excellence
Bestimmte Netzwerke schieben sich bestimmte Positionen hin u her
Stupide Einhaltung globaler Richtlinien
- Produkte
- Markterfolg
- Image
- Feigenblatt Kultur
- schlechte ökologische Orientierung (Firmenwagen)
- Mitarbeiter Austausch statt Mitarbeiter Entwicklung
- interne Prozesse vereinfachen
- menschlichere Führung
- Zusammenhalt verbessern
see above.
see above.
see above.
There is generally a pleasant working atmosphere. With regard to celebrating successes, praising and highlighting achieved goals, there is a strong potential for improvement.
Reliable partner.
Short-term and long-term vacations are largely possible after planning and consultation; there are seldom restrictions. After consultation with the team, the supervisor and HR, longer time outs are also approved. Parental leave or parental part-time models are also made possible. The union of family and work is questionable, however, because partly due to the work model, working in pairs, peer pressure, flexible working hours are not possible. A 42 hour week contributes to this and does not give much space to combine work, leisure and family in an adequate relationship. In the long run, it can be assumed that the employees lose performance, freshness and agility and gradually build up chronic diseases over a longer period of time.
Numerous pre-defined career opportunities are available, but viewed globally at SAP. In Tägerwilen there is only a very limited opportunity to climb the career ladder. There is plenty of further training, even training courses with the latest technical hype are available. All training courses are offered internally at SAP in Walldorf.
In addition to the remuneration model, SAP Switzerland offers other benefits in the area of health promotion and old-age provision, as well as promotion of public transport and company cars. However, the latter is not available for the development department in Tägerwilen or only for certain people. An additional so-called third pillar for cross-border commuters via direct insurance is not offered. In general, there is a large wage gap along north, central and south Switzerland, i.e. For a comparable work and work performance is paid differently. Because of the proximity to the border with Germany and compared to the colleagues at other SAP locations in Switzerland, the salaries in Tägerwilen are the lowest. This means that the location is not competitive in the area of recruiting experienced and good employees in the IT environment in Switzerland and must hand over talented applicants to the competition. That makes it difficult to fill colleagues who are leaving.
SAP generally has a strong, pronounced environmental awareness worldwide, but at the Tägerwilen site this is not particularly assessed, appraised or projects in this regard are funded. In contrast to SAP Germany, a job wheel is not offered. E-cars as company cars or pool cars are not subsidized separately. SAP is heavily involved in social projects, either with donations or other individual campaigns. Well done, keep it up.
Dealing with work colleagues is largely friendly and collegial, but occasionally you can find elbow tactics to stand out as employees. At the Tägerwilen location, successes are occasionally celebrated in a modest setting, summer parties or Christmas parties take place rarely and sporadically, mostly privately organized. An exchange with colleagues in the private sphere is thus limited and difficult.
Older colleagues have hardly been hired in the past. Most long-serving colleagues are not given special support, training or special treatment.
With the wealth of experience gained through years of service with the company and observations, it should be noted that in conflict cases, be it from employee to employee or with the supervisor, a fair and neutral approach is unfortunately not given. The possibilities that are advertised in many internal HR circulars seem to be difficult to implement or take advantage of at locations without a works council. Target agreements are often ominous and cannot be actively influenced. Assessments of goal attainment are usually not traceable due to a lack of assessment templates and a lack of transparency regarding the assessment criteria, so judging and evaluating is based on feelings. Occasionally, employees were not involved in important decisions about project participation and were determined over and over again. Open and transparent communication and less secrecy would mean that you don't have to find out everything about the corridor radio. Due to the receptivity to Pharisees, it can be assumed that different standards are applied to the employees.
Tägerwilen is ideally located. Easily accessible from Kreuzlingen, Konstanz and the surrounding area by car, train or bike. The offices are in the HTC building, along with other companies located there, and there is a gravel plant directly opposite. Access to the rooms is barrier-free. In summer, the open-plan offices and, in some cases, individual offices are air-conditioned, while the other rooms provide ample air circulation. In winter, the underfloor heating offers pleasant warmth. From numerous employee workstations, a view into the distance and Lake Constance is possible. The lighting conditions are bright and therefore ideal for the eyes. Sufficient parking spaces are available for SAP employees. Depending on the career level, underground parking spaces are also available.There are also two charging options for electric cars. Bicycle parking spaces are available outside and in the underground car park. The noise level and exposure to noise are often present, but no countermeasures so far. The technical equipment of the desks is sufficient. From an ergonomic point of view,the workplaces still have room for improvement and do not correspond to the current recommendations of HR
Results and successes are rarely passed on. Here, too, there is a need for improvement.
If you only use the option of returning to work after pregnancy and bringing up children as equal rights for women, then this is definitely a given. There is no question of advancement opportunities and promotion of women, because this is not even given at the location for male employees. There is a strong need for additional funding here.
SAP in Tägerwilen offers university graduates from the surrounding area the entry into the professional world and the starting point for starting a global SAP career. In the software development department, agile software development (ASE/SCRUM) is carried out and great importance is attached to test driven development (TDD). The most modern development environments and tools are used. The degree of automation of development processes is continuously improved. At the development site itself, pair programming according to the XP principle is traditionally established. A range of programming languages are available and are also used. There are interesting development projects but there are also many legacy software products that are mostly maintained by long-term employees, so that a fair division of labor is not possible. Unfortunately, the additional burden is not honored. The influence on work organization and projects is only possible for certain employees. There are more and more products that are being driven into the cloud, which opens up interesting new fields of activity.
Für SAP ist im Moment das Wohlbefinden der Mitarbeiter Prio 1!
Aus meiner Sicht alles Super
Aus meiner Sicht alles Super
So verdient kununu Geld.