It's hard for companies to retain talent, but they seem to have a secret~~~
In Germany, it is common for employees to serve in an enterprise for more than 20 years. Some people even do not change their jobs for life. In the BMW factory, there are many workers who have worked in BMW for forty years, and their loyalty is the characteristic of German enterprises. What are the secrets of German enterprises that can keep employees' hearts firmly?
在德國，員工在一家企業服役20年以上是很常見的事，甚至有些人終身都不換東家。在寶馬工廠，就有很多工人在寶馬乾了四十年上下，員工的高忠誠度是德企的特色。德國企業究竟有什麼秘訣，能夠牢牢拴住員工的人心呢？
Attaching importance to the fine tradition of human resources
重視人力資源的優良傳統
In Germany, it's not uncommon for many people to serve more than 20 years in a company they think is great, even if they don't change careers for life. In the BMW factory, there are many workers less than 60 years old, but they have been working in BMW for 40 years or so. The high loyalty of employees everywhere is the characteristic of German enterprises. Of course, employees think this is because the boss is good to them first, because any "loyalty" is both sides.
German companies, or European companies, respect employees, has become European characteristics, mainly reflected in the concern for the physical and mental health of ordinary employees.
在德國，很多人進入了一家他們認為很棒的好公司之後，服役20年以上是很常見的事，甚至有些終身不換東家。在寶馬工廠，就有很多不足60歲的工人，卻在寶馬乾了40年左右。隨處可見的員工高忠誠度是德企的特色。當然，員工們認為這是因為老闆先對他們好，因為任何「忠誠」都是雙方的。
德國企業，或者說歐洲企業對員工的尊重，已經成為歐洲特色，主要體現為關懷普通員工的身心健康。
A labour policy that makes Americans jealous
German salaries and benefits are 66% higher than those in the United States.
讓美國人眼紅的勞工政策
德國人的薪水和各項福利比美國高出66%。
In 2015, the German government began to provide benefits, one of which is the minimum wage set at about 11 thousand yuan.
This industrial chariot in Germany is not enough to guarantee citizens' treatment. The German economy is defined as the most sound economy in the world. It is hard to say "the most sound", but there are many notable points in German welfare.
For example, if German workers do not want to live apart from each other, the labor bureau can pay for baggage handling. For example, both parents have to take care of their children, and one of them can apply for paid leave to take care of the children at home, with a salary of 65% of the original salary. If a party is unemployed, it can apply for a subsidy of 300 euros per month. This welfare is called "parental gold", which is unheard of in many countries.
2015年，德國政府開始發福利，其中一條就是最低工資定在大約1.1萬人民幣。
德國這輛工業戰車對公民待遇保障又著實令人望塵莫及。德國經濟被定義成世界上最健全的經濟。是不是「最健全」很難說，但德國式福利的確有很多可圈可點之處。
例如，如果德國工人不想兩地分居，勞動局可以支付行李搬運費。又例如，父母雙方雙職工又要帶孩子，二人可以有一人申請帶薪假在家帶孩子，薪水為原工資65%。若一方無業，則可申請每月300歐元的補貼。這份福利叫「父母金」，是很多國家聞所未聞的。
A generous German enterprise
出手闊綽的德國企業
Not to mention the attitude of the German federal government, at the corporate level, most German companies are very generous when they pay their wages to workers compared with the minimum wage of cold acid.
EM Motive chairman Alex Humpert admits that their front-line workers at the Hildesheim plant in Germany are paid hourly at between 36 and 40 euros an hour. The working time of a week is about 40 hours. In this way, the monthly salary of a skilled worker is about 6400 euros.
先不說德國聯邦政府的態度，從企業層面來說，與寒酸的最低工資相比，大多數德國企業給工人發工資時出手其實都很大方。
EM Motive主席Alex Humpert坦言，他們在德國Hildesheim工廠一線工人的薪資按小時計，時薪大約在36歐元到40歐元之間。一周工作時間大約為40個小時。這樣計算下來，一名熟練技工的月薪約為6400歐元。
A unique culture of employee care
獨有的員工關懷文化
BMW's plant has been doing well in caring for workers. At the Dingolfing plant in BMW, Germany, it is more intimate for some older workers, from the base of the plant to medical care, and even to a physiotherapist with a series of services.
For example, a special wooden floor can display a larger type of rotating frame display screen; a comfortable bench to prevent workers from standing too long; to prevent staff from flashing to the waist to adjust the height of the shelf; for poor eyesight employees to enhance the lighting. During the shift, workers can even take a nap on the convenient bed provided in the rest room of the workshop.
Example: 70% of BMW employees work in Germany. BMW group's employment principle and human resources plan can basically match the situation in Germany. According to BMW, the average age of German workers over 50 will increase from 15% to more than 35% by 2020.
對於如何關懷工人，寶馬的廠房一直有口碑。在寶馬德國Dingolfing工廠，對於一些年齡大的工人更是貼心，從廠房設置到醫療護理，甚至理療師都有一條龍服務。
例如特殊的木地板，可以顯示更大字體的旋轉架顯示屏；為防止工人站立過久而隨處提供的舒適板凳；為防止員工閃到腰所做的可調整高度的貨架；為視力不好的員工加強照明度。在交班的間隙，工人們甚至可以在廠房內休息間里提供的便利床上小憩。
舉例：寶馬集團有70%的員工都在德國工作。寶馬集團的用人原則和人力資源計劃，基本可以與德國的情況相匹配。據寶馬的分析數據顯示：到2020年，德國工人的平均年齡50歲以上的比例將從15%增長到超過35%。
Willing to invest in the future of employees
捨得對員工的未來進行投資
The so-called "investment" is more than just pay. It is a secret for many German companies to keep learning and improving opportunities for their employees.
Further training seems to encourage employees to be "lifelong learning", but in the view of Wolfgang Hapke, the BASF (BASF) group's human resource president, the opportunity to ensure employees to have lifelong learning is also a future investment for BASF. Continuous training for employees is for future manpower needs.
Like many high quality companies, the BASF group has not laid off in the financial crisis because they have taken a lot of measures to overcome the difficulties, including reducing overtime work, controlling costs, and mobilizing people more flexibly. In Ludwigshafen, 600 employees were transferred to temporary jobs or transferred to other jobs.
"Facts have proved that during the financial crisis, it is entirely possible to avoid layoffs.
所謂「投資」，不止是薪酬那麼簡單。給員工不斷學習提升的機會，是很多德企的留人秘訣。
進一步培訓看起來是鼓勵員工「終身學習」，可在巴斯夫(BASF)集團人力資源總裁Wolfgang Hapke看來，保障員工有終身學習的機會也是對巴斯夫未來的投資。對員工持續培訓是為了未來的人力需求有所保障。
與很多優質德企一樣，巴斯夫集團在金融危機時也沒有裁員，這是因為他們為了渡過難關採取了很多措施，包括減少超時工作，控製成本，更靈活調動人員。在Ludwigshafen，有600名僱員轉做臨時職位或者是調動到其他崗位。
「事實證明，在金融危機期間，要避免企業裁員是完全可能的。
When we envy German efficiency every day, we need to think deeply about how we treat our workers？
當我們天天羨慕德國高效率的時候，我們要深思了，我們是怎樣對待我們的工人的？