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INSIDE EDITION 28 • JUNE 2022

TALENT MANAGEMENT IN THE AFTERMARKET

EDITORIAL NOTE

WELCOME FROM THE CEO

INSIGHTS FROM NEXUS COMMUNITY

ABOUT NEXUS

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SUMMARY 

WE DECIDED TO JOIN FORCES TO PROVE THAT THE SECTOR IS EVOLVING.

Fotios Katsardis, President & CEO Temot International & Chairman Talents4AA

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WITHOUT HAVING SKILLED TECHNICIANS,WE DON’T HAVE A BUSINESS!

RECRUITING,DEVELOPING AND KEEPING TALENT IS A CHALLENGE FOR ALL BUSINESSES.

Günther Weber, Regional President Europe and Middle East Bosch Automotive Aftermarket & Vice-Chairman Talents4AA

Christophe Riberolle, President of The Board & Co-Founder MARKETPARTS

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EMPLOYER BRANDING AND RECRUITING ARE KEY COMPONENTS FOR FUTURE SUCCESS.

INSIDE EDITION 28

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Kai Guijo Mueller, Vice President Global Accounts Trading Groups Schaeffler Automotive Aftermarket

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DINEX PUTS FULL FOCUS ON TALENT CARE.

Per H. Larsen, Chief Sales Officer Aftermarket Dinex Group & Christina Jørgensen, Regional Sales Manager Aftermarket Europe Dinex Group

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TALENT MANAGEMENT FOR STARTUPS IS A TOPIC OFTEN OVERLOOKED.

JOIN TALENTS4AA NOW!

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Stéphane Freitas, Secretary General Talents4AA

Benoît Ducorps, CEO SPARKER

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THE DELPHI DIFFERENCE; AFTERMARKET TALENT WITH A GLOBAL FOOTPRINT AT DELPHI TECHNOLOGIES.

Neil Fryer, Vice President and General Manager Global Aftermarket, Delphi Technologies

VOLUME 8 | INSIDE 28 | JUNE 2022

NEXUS IN!SIDE MAGAZINE is published by NEXUS Automotive International,Geneva,Switzerland.

NEXUS Automotive International SA Chemin du Château-Bloch 11 1219 Le Lignon | Geneva | Switzerland T +41 22 306 49 50 www.nexusautomotiveinternational.eu

AFTERMARKET SHOULD BE AT THE HEART OF THE AUTOMOTIVE SUSTAINABILITY REVOLUTION

? T I F O T R A P E WILL YOU B kfurt mechanika Fran

12th 2022 – Auto n – September

1st Editio

contact@aaclimateday.com

SUMMARY

EDITORIAL NOTE Emmanuel Voguet, NEXUS

WELCOME FROM THE CEO Gael Escribe, NEXUS

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INSIGHTS FROM THE AFTERMARKET WORLD AND BEYOND • We decided to join forces to prove that the sector is evolving. Fotios Katsardis, President & CEO Temot International & Chairman Talents 4AA • Recruiting, developing and keeping talent is a challenge for all businesses. Christophe Riberolle, President of The Board & Co-Founder MARKETPARTS • Without having skilled technicians, we don’t have a business! Günther Weber, Regional President Europe and Middle East Bosch Automotive Aftermarket & Vice- Chairman Talents4AA • Employer branding and recruiting are key components for future success. Kai Guijo Mueller, Vice President Global Accounts Trading Groups Schaeffler Automotive Aftermarket • Join Talents4AA now! Stéphane Freitas, Secretary General Talents4AA • Dinex puts full focus on talent care. Per H. Larsen, Chief Sales Officer Aftermarket Dinex Group & Christina Jørgensen, Regional Sales Manager

Aftermarket Europe Dinex Group • The Delphi Difference; Aftermarket Talent with a Global Footprint at Delphi Technologies. Neil Fryer, Vice President and General Manager Global Aftermarket, Delphi Technologies • Talent Management for Startups is a topic often overlooked. Benoît Ducorps, CEO SPARKER.

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Dear Reader, We are delighted to bring you the second edition of IN!SIDE magazine 2022. Among the challenges facing the aftermarket is being able to attract increasing numbers of talented individuals into the sector, as well as respond to the ongoing process of electrification. Indeed, we need additional talent to fulfill the challenges we are currently facing including that of new digitalization services, mobility habits and, of course, sustainability.

As a pioneer, NEXUS is glad to connect the whole aftermarket ecosystem to share news, opinions, views and best practices in order to think about changing the image of the aftermarket. We need to ask ourselves how can we attract talent into our industry? And what are their needs? With this in mind, we have designed this special issue of INS!DE to highlight the action Talents4AA’s is undertaking in order to promote the industry and encourage new candidates into it.

The Talents4AA initiative has been supported by NEXUS from day one, as we believe - as a leading influencer - we owe you more than offering a business as usual approach. We hope you will find some of the answers, ideas and inspiration in this special issue and enjoy reading IN!SIDE nr. 28. With good wishes. Emmanuel Voguet NEXUS Corporate Communication & Sustainability Director

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WELCOME WE OWE YOU MORE THAN BUSINESS AS USUAL

INSIDE EDITION 28 • JUNE 2022

Dear Readers, Welcome to the latest edition of IN!SIDE, which provides an insight into the future of the automotive aftermarket from a human resources perspective.

The human asset is the key driver in addressing all the challenges of the new mobilization revolution. We need talent to answer the sustainability issue, we need talent to bring cutting edge innovation to the market; and we need human commitment to perform and pull through new growth. The “electrification revolution” is one of the major stakes encompassing digitalization services, mobility habits and sustainability. Attracting new talent into the sector is vital to fulfill and support these major changes. Our thanks go to all stakeholders (including competitors) who have taken part in the Talents4AA initiative, which is dedicated to the promotion of our industry.

We are proud of being part of this transformation, and even prouder of making a real difference by providing ideas and solutions to the whole of the automotive aftermarket industry. We believe NEXUS owes you more than business as usual! We do not follow the trends: we anticipate challenges, showing the right path forward to address the forthcoming challenges. Enjoy reading this, the 28th edition of IN!SIDE magazine. Warm regards, Gaël Escribe CEO of NEXUS Automotive International

SKF: New talents for the aftermarket

ave you ever stumbled across the hashtag "WeAreSKF" on LinkedIn? If so, you may have enjoyed reading the many different stories and anecdotes from SKF employees all over the world. But what’s behind it? You’re right: With the help of this social media campaign, SKF presents itself as an employer that values diversity and gives all employees the opportunity to develop in the best possible way in a respectful environment. Sure, we are also showing our products and services on LinkedIn and the other social networks. But as we are in a war for talents, it is more important than ever to approach potential employees where they are looking for personal development opportunities. But not only regarding communication, we have a shift of profiles and competences companies need to attract sought-

after professionals. Finding and retaining technicians, while at the same time being an appealing employer for more recent and future oriented profiles in data or digitally driven positions, is one of the major recent challenges. From the recruitment up to the working environment we need to adjust accordingly.

Filling open vacancies is an overall challenge Despite all efforts, we see that it´s sometimes hard to fill open vacancies. This is not only related to a certain industry vertical, but rather an overall challenge, whether in industrial aftermarket and services or automotive. One important recent experience: Every employing company needs to adapt its working conditions. Since Covid, people put more focus on criteria like mobile working, flexible working times, the ability to create something

instead of only execute things and the possibility to have future development. This requires new leadership qualities that take the interests and motivation of employees more into account. While our tech-savvy colleagues thrive as service technicians at the Tour Auto, our data engineers find fulfillment in search engine optimization (SEO), for example.

Focus on people The feel-good factor is just as important for employees today as the salary. Generation Z is looking for an employer who recognizes, appreciates and encourages them. That is why we develop our managers in a trusting work environment. We focus on people and develop their careers together - in line with individual interests and phases of life. We need to find and create jobs for people, not just people for jobs.

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TALENTS 4AA: PAN INDUSTRY INITIATIVE

INSIDE EDITION 28 • JUNE 2022

FOTIOS KATSARDIS President & CEO of Temot International & Chairman Talents4AA

“WE DECIDED TO JOIN FORCES TO PROVE THAT THE SECTOR IS INDEED EVOLVING” How did the idea of creating the Talents4AA association come about? Whilst talking to other market players, we realized that we all had the same recruitment problem. The aftermarket sector has an unsexy image, reinforced by the idea of some people, especially the younger generation, that the automotive sector is on the decline because it is polluting the environment and is an ageing techology. So, we decided to join forces to prove that the sector is indeed evolving, and to attract new talent. The electrification of vehicles shows that it is adapting to new technologies and that it can be ecological and ready for a new start.

After 2 years of preliminary work and exchanges, the Talents4AA association was officially created in Paris in March 2022 with 11 founding members. What is its scope of action? We are looking to attract new talents in all areas of the aftermarket: in international trading groups, independent manufacturers, as well as small and medium-sized repairers or even OEMs. We want young graduates, as well as people with experience; factory workers and administrative staff or mechanics; and attract more women into the industry.

SIDE In fact, all professions within the sector are affected by this shortage of candidates. How do we proceed? We lobby politicians and institutions, such as in Brussels where we support FIGIEFA, the European federation of the independent wholesalers and retailers of automotive replacement parts and their associated repair chains. We also give talks in universities and training schools, as well as at trade fairs such as Automechanika Frankfurt in September, where we will present the association. We opened a page on LinkedIn and are preparing to launch an online recruitment platform to put candidates and recruiters in touch.

TALENTS4AA: PAN INDUSTRY INITIATIVE

INSIDE EDITION 28 • JUNE 2022

We plan to deploy a very broad communication programme to reach out to the maximum number of people across as wide an area as possible. Is the association open to new applications? Absolutely! Talents4AA is ready to welcome new members and new visionaries, whether they are players whose core business is in the aftermarket or not, such as start-ups or to be found in other sectors... in fact, we are already in talks to bring new members into the association. 

HOW DO THE COMPRESSORS DIFFER IN HYBRID AND ELECTRIC VEHICLES? Sales of hybrid and electric vehicles are increasing rapidly throughout Europe, which will have an impact in the independent service and repair sector, so technicians need to be aware, and workshops equipped for the future. Although there are naturally many similarities between the air conditioning (AC) systems in hybrid and electric vehicles and those powered by a traditional combustion engine, there are also several distinctions, not least in the compressor, which is the component at the heart of both. When it comes to their function, while both are designed to provide the vehicle’s occupants with the most comfortable cabin environment, the AC system in a hybrid or electric vehicle also has the vital job of cooling the battery that powers the vehicle. “If the AC system in a ‘normal’ car fails, you can still drive, but if it fails in an electric vehicle it won’t run, as the battery temperature is no longer controlled,” explains Richard Groot, AC product specialist at DENSO AM. “The AC system is therefore an integral element in the vehicle’s correct operating parameters and must be maintained accordingly, this includes the compressor, which in these vehicles is electrically driven and so defined as an eCompressor.”

What is an eCompressor and how does it work? Conventional compressors are powered mechanically by the engine’s auxiliary drive belt, but as electric vehicles don’t have an engine that needs a belt-driven drive system, an eCompressor is required. DENSO eCompressors include: > Compressor section – scroll type compressor to draw in, compress and discharge refrigerant > Electric motor – a direct current (DC) brushless type, using a permanent magnet as a rotor and coil for the stator, to drive the compressor > Inverter – drives the motor and converts DC from the high voltage (HV) battery into alternating current (AC) for the motor. The AC electronic control unit (ECU) inputs compressor rotational speed signals to the inverter via the HV ECU, to control the rotational speed of the electric compressor. The electric motor runs at more than 200 volts and is cooled by refrigerant and oil mix, so a special, insulating compressor oil is required to prevent failure of the motor. Therefore, using the wrong oil brings a big risk of damaging the motor.

Fuel saving benefits and much more The design of DENSO eCompressors brings several benefits to hybrid and electric vehicles: > Controlled revolution eCompressors provide high performance at low revolution speed, which saves energy and the less energy that is used to drive the compressor, means more can be used to drive the vehicle and its usable range will increase. > A DENSO eCompressor also consumes less energy, which helps to extend the range of the HV battery pack. Although many use a LION (lithium ion) battery, a NiMh (nickel metal hybrid) alternative is used in several Toyota hybrid models, for example.

www.denso-am.eu

> The internal electric motor enables the AC to continue to operate when the hybrid/electric system is switched off > DENSO eCompressors are quieter, whilst retaining the same cooling capacity

Working with eCompressors Safety first Safety is paramount. The eCompressor is driven by the HV battery pack with an output of between 200 and 400 volts, so they can’t simply be replaced, they must first be disconnected from the vehicle’s HV battery.

Correct oil eCompressor oil (usually) differs from the oil used in mechanical driven compressors. DENSO ND-Oil 11 is a highly insulating POE oil and in most cases is what is required, but always check the vehicle manufacturer’s specified formulation requirement, particularly as the wrong oil can potentially cause a short circuit in the system and destroy the electric motor.

Refilling Although most AC refilling machines can only handle one type of oil, there are machines with an ‘internal flushing’ programme, so the oil can be switched more easily. However, to prevent the accidental mixing of oil types, separate tools for adding oil to hybrid and electric vehicles, is strongly recommended.

Maintenance The eCompressor is hermetically closed, with no shaft seal or potential risk of refrigerant leakage to the outside air, so the leak rate of refrigerant is less than that of a mechanical compressor. However, it’s critical the keep the refrigerant at the right level because problems can start when the level is overlooked. In addition, hybrid and electrical vehicles obviously still require regular maintenance, so technicians must refer to the vehicle manufacturer’s scheduled service intervals and follow any replacement requirements.

What does the future look like? The AC system in hybrid and electric vehicles continues to evolve and it’s likely that it will ultimately become a thermal management system, which is not only responsible for cooling the interior cabin and the HV battery, but the vehicle’s entire heating system, and subsequent thermal efficiency. As a result, because of the complexity of the system, in just 10-15 years it won’t be easy for technicians to diagnose problems, so specific knowledge and technical training will be a requirement. To find out more about DENSO’s developing technologies, visit: denso-am.eu

Continental Tires Now Available in TecDoc Catalogue Continental included as first tire manufacturer

Continental is the first tire manufacturer to present its brands Continental, Uniroyal, Semperit, Barum, General Tire, Viking, Gislaved, Mabor and Matador in the new tire product category in the TecDoc Catalogue. The summer, winter and all-season tires suitable for the vehicle are displayed based on the size specification or a vehicle search.

“On one hand, Tec Alliance has a good understanding of the complex tire business; on the other, it has many years of experience in the IAM. This has enabled TecAlliance to offer us exactly the solution we need with TecDoc. We can now get even closer to our customers and understand their requirements,” says Marth.

“Our main expectation from a tire industry perspective is to increase the visibility of our brands to our direct and indirect customers. We want to make life easy for all partners who choose to identify our products through an industry standard platform like TecDoc,” explains Jürgen Marth, Head of Central Key Account Channel & Region Central Europe in Continental’s business unit Replacement Tires EMEA.

TecAlliance’s TecDoc Catalogue contains standardized data from more than 900 spare parts brands, with millions of product descriptions and product images. From the end of January 2022, there will also be tire data available – in the TecDoc Catalogue, via Web Service and in the data packages.

The product range of Continental Aftermarket and ContiTech has already been available in the TecDoc Catalogue for many years. The decision to present tire information was a logical step for Continental Tires.

“With the new tire product group in the TecDoc Catalogue, we offer a simple and efficient channel for identification and distribution in the automotive aftermarket. We support the tire industry providing the data by converting it from their PRICAT exchange standard to the TecDoc standard,” says Jürgen Mehlis, Executive Vice President Data Manager Products at TecAlliance.

“With this conversion option, we are opening up new opportunities for the entire industry. In the future, we will expand the tire product group even further.”

Jürgen Marth, Head of Central Key Account Channel & Region Central Europe, Continental Business Unit Replacement Tires EMEA.

More information at:

Continental adds thermostats to its aftermarket range > Continental’s OEM-quality thermostats for the aftermarket can be ordered now > Four product groups: replacement, cartridge, housing and map-controlled thermostats > Fast startup: 70 percent market coverage at launch, already almost 90 percent in target markets for the coming year Continental is expanding the range of its aftermarket spare parts. The technology company is launching a comprehensive range of thermostats in OEM quality under the Continental brand name for the first time. The thermostat range comprises four product groups: replacement, cartridge, housing and mapcontrolled thermostats. All four product groups can now be ordered. The thermostat range had a total of 180 part numbers with a market coverage of 70 percent at launch, and this figure is expected to approach 90 percent in the course of 2022. “We’re systematically moving forward with the expansion of our portfolio and strengthening the Continental brand. Adding thermostats to our aftermarket product range is yet another step toward our vision of offering workshops everything from a single source,” explains Peter Wagner, Head of the Automotive Aftermarket business segment at Continental. A strong brand in the automotive aftermarket Having already introduced air and oil filter systems, windshield wiper systems and belt drive components to its product portfolio under the Continental brand, the company is now continuing its path towards a full portfolio with thermostats. Peter Wagner: “We’re working hard to build and expand our Continental aftermarket product portfolio. Our goal is to offer our customers and

partners in the automotive repair trade as many products as possible from one single source – a real one-stop-shop experience.” OE quality in all four product groups “Despite their different designs, the thermostats all have the same job: they ensure the right operating temperatures in the combustion engine,” explains Florian Seifert, the Continental Product Manager responsible for thermostats in the aftermarket. “So, you’re making sure the engine is providing its power as demanded by the gas pedal.” If the thermostat is defective, the engine may overheat. The opposite effect may occur where the engine cannot achieve its ideal operating temperature. Continental’s new thermostats are maintenance-free, ensuring low-wear and reliable operation of the engine. The new thermostat line for the automotive aftermarket offers workshops and retailers standard thermostats with matching sealing rings (usually used as replacements), plus a wide range of cartridge thermostats with matching sealing sets for installation in intact housings and engine components. Continental has included standard and cartridge thermostats with matching housings in the third product group. These replacement sets comply fully with OE specifications in terms of quality, exact fitting, form and function, as do the sets of the fourth product group, the map-controlled thermostats. Electronically controlled, these thermostats ensure that the engine reaches its operating temperature faster. Continental’s strict OE standards were also applied to these devices.

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DEALING WITH GENERATION Z

INSIDE EDITION 28 • JUNE 2022

CHRISTOPHE RIBEROLLE President of the board & Co-founder MARKETPARTS

RECRUITING,DEVELOPING AND KEEPING TALENT IS A CHALLENGE FOR ALL BUSINESSES Within our own organization 30% of the employees are from generation Z (born after 1997) and another 40% from Generation Y (born between 1981-96). Born within the digital revolution, some experts call them ‘digital natives,’ but what does that mean in terms of the impact on our industry and how can we attract the best talents? I have noticed, for example, most don’t own a car – being happy to ‘car-pool’ and rent a vehicle when they need it for the weekends, whether for just two people or a larger group.

So, how do we attract the right calibre of person? I am pretty sure that 30 years ago a big company car would have been a good incentive towards attracting the best people, but far less so today. Now to do so, we speak about data, IA, web design and sustainability of course. They think about mobility and energy - two major concerns for the next generation.

Attracting talent is rarely that easy. Let’s assume you’ve managed to recruit some great people and they’ve been with you for a short time, or perhaps a few short years. Well, the real challenge is this: how to retain them? Just to give you an example, I recently interviewed a candidate who I wanted to manage our customer service operation, such a vital role in digital. So, I asked him: Where do you see yourself in five years?

SIDE He looked at me and said: “How can I know if I will still be with your company in one year’s time?” In the end he stayed with us two and a half years and, in that time, did an incredible job for us. He decided to go back to study to be a doctor and will be graduated in three years. Sometimes, it is quite different working with this generation! They have values outside of the workplace and want to find the same value inside the company. When I hire somebody now, I don’t promise them that they will be with Marketparts for the next 15 years and they aren’t looking that far ahead and don’t want that assurance.

DEALING WITH GENERATION Z

Talent within our industry has many opportunities open to them and can be approached at any time with an offer of a bigger salary, or shares in another company – maybe initially through a message via LinkedIn. Therefore, it is important to speak to your staff and listen to their needs. Does management have to adapt to their aspirations? Or do you believe they need to adapt to our ‘old world’ ways? They think they are going to change the world and they will! I highlighted earlier about electric cars…..well they don't dream about electric cars! They would rather hire a car when they need one. In the end, their behavior will influence the way we will live! What are the next steps? Talent management is a challenge for all of us whether a distributor or a supplier. How we manage our business and look after our staff is vital to the lifeblood of it and continuing success. 

INSIDE EDITION 28 • JUNE 2022

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THE CHANGE IN VEHICLE TECHNOLOGY WILL SET THE PACE

INSIDE EDITION 28 • JUNE 2022

GÜNTHER WEBER Regional President Europe and Middle East Bosch Automotive Aftermarket & Vice-Chairman Talents4AA

WITHOUT SKILLED TECHNICIANS, WE DON’T HAVE A BUSINESS! Bosch is the largest and the leading automotive supplier in the world. So, why are you joining a starting initiative like Talents4AA? It's very important to us. As you know, we care a lot about the future of the IAM! We support initiatives such as access to data, right to repair and other ideas to safeguard an equal playing field for the IAM. But we have also seen that the market has a shortage of talented people available. We experience that, for example, as workshops around the globe struggle to attract young technicians. But without them, all other initiatives become far less effective. Bosch is recognized as a technologically oriented company. Can you tell us about the main changes that you envisage being implemented for workshops in the coming years? The change in vehicle technology will set the

pace: electrified powertrain is entering our business in various ways: from hybrid, full battery-EV through to fuel cell. Advanced Driver Assistance Systems already create business in workshops; automated driving will add even more. And vehicles are connected – by need and to provide data – numerous ECUs, sensors and complex software on board certainly makes life interesting for technicians in the workshops! The work is changing. How does this affect the attractiveness of the industry to young talent? The change in technology is visible everywhere. In the past mechanics were not allowed to even use their mobile phones on the workshop floor. Nowadays mechanics rely on high-tech: laptops, tablets and diagnostics devices. Augmented Reality is an integral part of the daily work. As a result, we increasingly need more software specialists.

SIDE The work profile is changing from a MECHANIC to a MECHATRONICS technician. Or even to different job profiles. We need people who can deal with the latest technology. And, meanwhile, workshop owners need to set up the right team comprising generalist and specialists. In addition, remote support (hotline and remote diagnostics) must become more and more embedded. An ambition to learn (through continuous training!) and accepting external help is key to developing skills.

In addition, workshop services - such as remote diagnostics support – complements this.

On the one hand, this changing profile is getting more and more attractive to the young generation. On the other hand, in IAM we are competing with other industries for a similar profile of candidate. And, I have to admit, that young talents often like their sector a little bit more than our industry.

We don’t have a business? Not only us, all of us together. It's not just the distribution part that’s affected, or the workshops - it's all of us! It's our industry which will be affected by that and we need to protect it. That’s why we joined the initiative Talents4AA. 

So why is that? What we have realized is that our industry is not really widely known to youngsters. They often don’t know who we are and what we are doing. There’s a clear need for change! How is Bosch preparing for the next generation of technicians? First of all, we continue to invest in the latest technology, but also in a comprehensive training offer for technicians, such as how to work with high voltage systems and parts - to name a couple of examples. There is also the need to train them in the use of diagnostic tools in order for them to be qualified in dealing with vehicle software etc.

INSIDE EDITION 28 • JUNE 2022

And, most importantly, we have to communicate to all relevant channels: WE play a major role in enabling a sustainable mobility all around the world and this need will not decrease! Without having skilled technicians, we will not have workshops anymore. Without them, we don’t have a business!

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WE NEED TO ACCOMPAGNY OUR FUTURE EMPLOYEES AT A VERY EARLY STAGE

INSIDE EDITION 28 • JUNE 2022

KAI GUIJO MULLER Vice President Global Accounts Trading Groups Schaeffler Automotive Aftermarket

EMPLOYER BRANDING AND RECRUITING ARE KEY COMPONENTS FOR FUTURE SUCCESS Kai, can you tell us why Schaeffler joined Talents4AA? Schaeffler is a leading global supplier to the automotive and industrial sectors. We are a family company with socially responsible values and apply long-term thinking to the development of the organization. Therefore, Talents4AA values fit perfectly with our own. Working in the association enables us to shape the future foundation of the entire Automotive Aftermarket sector, and together with other players, will work towards making it more appealing and therefore attract young talent sector. So is Talents4AA is fitting in with your CSR? The Schaeffler Group stands for sustainable corporate management that combines economic success with responsible action towards the environment, people, and society.

As a global company, we at Schaeffler promote the diversity of our employees worldwide and ensure an open and unprejudiced working environment. Ultimately, we can only be successful in the long-term if we enable them to contribute their talents to working life in the best possible way regardless of age, nationality, gender, or disability. We know that the expertise, dedication, and inventiveness of our employees are responsible for the success of our company. Therefore, we promote long-term education, effective occupational health and safety, diversity, and inclusion, as well as the social well-being of our workforce. High-quality training opportunities and programs that can be accessed at any time, and from any location, are firmly integrated into the daily work routine. Talents4AA gives us the opportunity to accompany our future employees at a very early stage and lay the foundation for our long-term success.

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WE NEED TO ACCOMPAGNY OUR FUTURE EMPLOYEES AT A VERY EARLY STAGE

INSIDE EDITION 28 • JUNE 2022

Can give us examples of how you attract talents at Schaeffler? Employer branding and recruiting are key components for future success despite a challenging labor market. Our “Talent Attraction” initiative promotes both aspects worldwide - to ensure the competitiveness of Schaeffler Group. For our employees, we make every effort to achieve the best possible work-life balance through family-friendly arrangements. Fair and performance-based compensation for all employees is a must. Talents are systematically identified and supported based on regular employee dialogues. Our own Schaeffler Academy has developed a variety of Fit4 qualification programs in order to support the required re- and upskilling of employees. Anyone who is interested can learn about careers, technologies, job openings, and training opportunities at Schaeffler on our own CareerXperience platform. A last word? I would like to encourage all Nexus IN!SIDE readers to motivate their companies operating within the Automotive Aftermarket to join this initiative. The Automotive Aftermarket needs to attract talented individuals to meet the transformation challenge facing our industry. Join Talents4AA! 

Wheel bearing with traditional flange design

Wheel bearing with thinner flange design

Wheel bearing with weightoptimized ECO-Hub flange design

SETTING THE STANDARD New: Optimized flange design of wheel bearings Like many other vehicle components, wheel bearings have undergone quite a few development steps over the years. What used to be a pure ball or tapered roller bearing is now a complete wheel bearing unit with an integrated wheel hub or mounting flange. In addition, wheel bearings play a decisive role in many driving assistance systems, as the speed information is used for ABS, ESP or navigation, for example. Schaeffler innovations are setting the standard As a long-standing partner to the automotive industry, Schaeffler and its FAG brand have been driving this development for over 135 years. Various Schaeffler innovations & patents, such as the snap ring, the orbitally formed shoulder, the low friction torque or the face spline set the industry standard again and again. Thanks to the great inventiveness of Schaeffler engineers, this development will continue also in the future. Today, the company’s product portfolio covers • all wheel bearing generations • both in series production and in the aftermarket, enabling a specific adaptation to almost any vehicle and repair requirement Optimized ECO-Hub flange design saves weight In order to meet the steadily increasing requirements for weight and and the associated reduction in CO2 emissions, FAG also relies on an optimized ECO-Hub flange design. This enables a weight reduction of the wheel bearings of up to 20 %*. In order to avoid any deterioration in load carrying and durability, a special induction hardening process is used in production. This creates special stiffness in the flange and outer ring area – guaranteeing maximum safety and functionality. *Compared to wheel bearings without flange optimization, source: Schaeffler Analysis 2020

https://aftermarket.schaeffler.com/wheelbearing

FAG WheelSet: Comprehensive wheel bearing sets in market-leading quality In order not to lose any time when ordering parts, the FAG wheel bearing sets from Schaeffler always contain the necessary accessories, of course precisely matched to the vehicle. Compared with wheel bearing sets from competitors, the FAG WheelSet contains more relevant accessories in 13 %* of the applications – an advantage that many garages already appreciate today. *Source: TecDoc Analysis 10/2020

Thanks to its market-leading quality in the field of wheel bearings as well as in accessories, the FAG WheelSet enables: • a secure fit of the wheel bearing within the steering knuckle • a permanent preload of the wheel bearing • an optimum concentricity

One for all:

New HELLA online catalog sets digital standards

Digitization is also advancing ever further in the automotive sector. As a lighting and electronics expert, HELLA is always close to the pulse of time. This applies not only to product innovations such as innovative headlamp technologies and advanced electronic products in the field of driver assistance systems, but also to workshop and wholesale services. The latest example of HELLA’s strong digital support: the brand new online catalog. The completely revised online catalog sets new standards in terms of user guidance, partial search and topicality informative, clear and sustainable. This puts an end to the time spent tediously leafing through thick print catalogs, as well as searching through various online catalogs for vehicle-specific products and universal parts.

For more information: www.hella.com

Because the new online catalog is literally one for everyone: It covers the entire HELLA aftermarket parts program and thus offers both workshops and wholesalers a central research platform. The catalog portfolio is updated daily and is therefore always up to date. The intuitive search with sophisticated filter functions leads to the right product with just a few clicks, saving users time and effort. Another highlight of the online general catalog is the advanced comparison function. This allows the properties of several products to be compared in a structured manner and differences to be identified at a glance. The HELLA online catalog is free of charge and accessible 24/7. With the new catalog, HELLA, as a friend of independent workshops and partner of wholesalers, offers an innovative, contemporary online tool that is ideally tailored to the requirements of the user groups.

The SMART Alternative. OE quality and service excellence. It is in the nature of things: There is only one original. We offer a service that makes things possible, flexible, reliable and personal – so that you can convince your clients with first-class OE quality and attractive conditions. As a strong sales partner with optimal availability.

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TALENTS4AA IN A NUTSHELL

INSIDE EDITION 28 • JUNE 2022

STÉPHANE FREITAS Secretary General Talents4AA

JOIN TALENTS4AA NOW! How does the Talents4AA association work? It's very simple. The association is open to all aftermarket related companies who share the same goal: to attract and retain the best talent available in our industry! The association was created with 11 founding partners. * We now have around 20 members and are aiming for 50 before the end of the year.

industry is at the crossroads of a new revolution which includes electrification, digitalization and training. Beyond the business, it is everyone's social responsibility to participate in making our sector a more appealing career option, as well as challenge the image of the aftermarket industry. By pooling our actions, we will also enjoy obvious economic efficiency savings.

Why join? We know that our sector needs to attract far more talented individuals into it and this need will accelerate in the future. Without trained technicians tomorrow, we will not be able to address the challenges that we are facing! Indeed, the automotive

How to join? Membership of the Talents4AA association is subject to the approval of the board; and a symbolic fee payment is required of €5000 per year per company, plus a €2500 entry fee for the first year. It is important to note that we are a non-profit associa-

SIDE tion. These contributions finance the communication actions undertaken by Talents4AA on behalf of the industry. How does the association work? Each member company nominates a representative to participate in a working group according to the time available, their interests and affinities. Existing working groups have relationships with institutions, and are involved with communication activities, as well as the preparation of events – such as the Automechanika show – as well as building relationships with universities, etc. The members meet once a month by Zoom for 2 hours to discuss and review the progress of the various projects being considered or undertaken. How to contact us? You can contact us by email: contact@talents4AA. com. We are also going to organize 2 webinars, to which the whole industry is invited and are taking place on June 9 and June 30. Come and meet us we will be exhibiting at Automechanika Frankfurt in September 2022. What are your objectives? This year, we will mainly focus on our initiatives, on building partnerships and welcoming new members. From 2023 onwards, we will launch a digital exchange that will allow all talents, from technicians to executives, to interact with the whole industry. Members of the Talents4AA association will, of course, have privileged access to it. INSIDE EDITION 28 • JUNE 2022

In the medium term, we want to become the umbrella association for all talent management initiatives in the aftermarket. We are aiming to reach 150 members by 2025. 

Mark your calendars! The Talents4AA association is organizing one webinar on 30 June at 10:00 AM. All readers of Nexus ma gazine have received an invitation by email. You can also register through: contact@talents4AA.com. Register now!

Follow us! www.talents4aa.com Linkedin: TALENTS4AA * The 11 founding partners are: • Parts manufacturers: BorgWarner, Bosch, Nissens, Schaeffler, TMD Friction and ZF • International trading groups: Global One Automotive, Nexus Automotive International, and Temot International • The European federation of the independent wholesalers and retailers of automotive replacement parts and their associated repair chains: FIGIEFA • An innovation partner: Mobilion, an earlystage venture capital fund that invests in smart mobility

BECAUSE YOU CAN’T DEVELOP YOUR BUSINESS WITHOUT ATTRACTING NEW TALENTS

Join the Talents4AA initiative! Lack of talents is the main challenge of the Automotive Aftermarket. Talents4AA is the industry initiative gathering manufacturers, parts distributors, International Trading Groups, workshop networks, professional or educational organizations. We have joined forces with a unique goal: attract and retain talents in the Automotive Aftermarket.

Visit now www.talents4aa.com contact@talents4aa.com

» THE COMPREHENSIVE GAS SPRING RANGE FROM HERTH+BUSS

For convenient opening and closing of tailgates and bonnets With over 18,500 spare parts for Japanese and Korean vehicle models, Jakoparts is the number one provider in Germany and one of Europe’s leading suppliers. Our Jakoparts range convinces with our comprehensive portfolio and first-to-market promise. You can always be sure of having the right spare part for the corresponding vehicle. That makes us first choice every time!

The range has now been expanded to include the gas springs product group. Gas springs are wearing parts that wear over time. External environmental influences such as temperature fluctuations can cause the sealing material to wear more quickly and the damping performance to be lost. This not only means that tailgates and bonnets fall shut without braking, but also increases the risk of injury. Gas springs should therefore be replaced promptly following a drop in performance. Our Jakoparts range includes a wide range of gas springs for tailgates and bonnets. Most of these can be used universally on the left and right as they are supplied without brackets. Gas springs improve the functional reliability of the components and also offer greater comfort. Tailgates and bonnets with gas spring support can be easily opened and closed with just one hand. After opening, gas springs keep the tailgate or bonnet securely and reliably in the end position. When closing, the spring dampens the movement so that the tailgate or bonnet falls gently into the lock. To extend the service life of the gas springs, it should be ensured that no transverse forces are applied during installation. A gas spring should therefore be installed so that the piston rod faces downwards and the pressure pipe faces upwards. When installing the gas springs, it is important to always replace them in pairs. Many new cars do not have gas springs installed on the bonnet. However, these are easy to retrofit to make opening and closing easier. Gas Spring, bonnet Article number: J810*/J811* Gas Spring, boot-/cargo area Article number: J814*/J815*

JAK OPART S – Das Stärkste für Asiaten!

Top technology for powertrains! GKN Automotive is rethinking joint connections with its Face Spline technology. Where conventional solutions largely use pins, Face Spline uses splines on the front of the joint. Lightweight, compact, powerful:

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combination of ST and Face Spline technology on the market, playing a vital role not only as an OEMsupplier but also in the aftermarket

The wide front toothing over the entire joint face can produce up to 50 per cent more torque The joint cone and just one fixing screw allow for a clearance-free connection to the wheel hub and make initial installation and maintenance easier than it’s ever been before

Face Spline technology is available at all important wholesalers to ensure that workshops can easily repair vehicles with Face Spline hub connections

A space-saving diaphragm boot allows for a bending angle of up to 25 degrees

Order via TecDoc or using the specialist retailer catalogue and repair vehicles with Face Spline hub connections – it’s easy!

Face Spline joint technology from GKN Automotive Easy to install! Particularly powerful! Saves both space and weight for more sustainability! Unique combination of ST technology and Face Spline connections!

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THE TRANSPORT INDUSTRY CAN NOT BE FORGOTTEN

INSIDE EDITION 28 • JUNE 2022

CHRISTINA JØRGENSEN Regional Sales Manager Aftermarket Europe Dinex Group

PER H. LARSEN Chief Sales Officer Aftermarket Dinex Group

DINEX IS FULLY FOCUSED ON TALENT CARE The new Talents4AA association has a clear goal of attracting and retaining talents of all ages and origins from all professions. Afterall, the Automotive Aftermarket is an attractive sector. (Dinex is the only heavy-duty partner and is committed to play its part.) After two years of preliminary work and exchanges, the Talents4AA association (Talents for Automotive Aftermarket) was officially created in Paris, France, in March 2022. The Automotive Aftermarket Talents4AA is a professional non-profit making association.

One of the 15 partners in the association is the global exhaust and emission manufacturer Dinex, which has its headquarters in Denmark. It is the only sole heavy-duty member of Talents4AA, which gives it a special status.

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“We want to attract people with both practical and higher education to be able to follow the emission standards and develop technologies in just 2-5 years and to secure the future for Dinex”, she adds. Christina Jørgensen went to Vienna in March together with Per H. Larsen, Chief Sales Officer Aftermarket Global, to sign the agreement about Talents4AA. He is also looking forward to the talent initiative.

“There is a great shortage of truck mechanics among our customers, and we want to attract young higher educated people - such as engineers - into the transport industry. This is a sector which can sometimes be a little forgotten,” says Christina Jørgensen, Regional Sales Manager, Aftermarket Europe West in the Dinex Group. “We want people with both practical skills and the ability to be able to follow the emission standards and develop the technologies within just 2-5 years to help secure the future for Dinex”, she adds.

“We want to attract people with both practical and higher education”

“We want to take social responsibility and to help do the industry more attractive and secure it for the future“

Per H. Larsen Chief Sales Officer (CSO) Aftermarket Dinex Group

Per H. Larsen. “We are going into this project because of our know-how and to attract new entrants at all levels. “We hope through this initiative to make Dinex even more attractive to talented young individuals looking for a good career.”

Christina Jørgensen Regional Sales Manager Aftermarket Europe

Christina wentinto tothis Vienna in because March of with “We are going project ourPer H. Larsen, Chief Sales Aftermarket knowhow and we betOfficer at all levels. We wantGlobal, to taketo sign Talents4AA and are both social the responsibility and agreement to help do the industry more attractiveforward and secure it for the future. Besides of wethe looking to the future development hope to do Dinex even more attractive to young talent initiative.

talents, also because Dinex has a clear green profile”, states Per H. Larsen.

INSIDE EDITION 28 • JUNE 2022

Dinex.net

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Find the right car parts on Aftermarket with Mando, one of the world’s best OE parts and technology manufacturer.

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LIQUI MOLY makes changing the oil for automatic transmissions even easier Lubricant professional presents the latest generation of the successful workshop solution with Gear Tronic III Just a few years ago, changing the oil in automatic transmissions was time-consuming and complicated. With Gear Tronic, the German oil and additive specialist LIQUI MOLY paved the way for workshops to perform a fully automatic oil change for torque converter transmissions, CVTs and DSGs. As the latest generation, Gear Tronic III makes this work even easier and more efficient. The proportion of vehicles with an automatic transmission is growing worldwide. Even in countries where manual shifting was very widespread, it is on the decline. And just as the popularity of the automatic transmission concept is increasing, so is the need for service. Experts from the German automobile club ADAC recommend an oil change including oil flushing every 100,000 kilometers. “This is precisely why we have developed and continuously optimized the Gear Tronic concept for workshops,” says David Kaiser. He heads the Research and Development unit at LIQUI MOLY. The new Gear Tronic III device shines with a number of improvements compared with its predecessor: A robust 7-inch color touchscreen with enhanced display provides a better overview. The work instructions are also displayed there, including the correct adapters and pictures from practice on the vehicle connections. Networking also offers other benefits: The servicing data can be sent directly to the printer or to an e-mail address of the workshop via WiFi. Regular and free updates will also be installed automatically via the Internet in the future. “The purchase quickly pays for itself,” says David Kaiser. “Because, like changing the motor oil, changing the transmission fluid is also important. Otherwise there is a risk of difficult shifting and increased wear. If not changed in time, the dirt and metallic abraded matter contained in the oil can cause costly mechanical damage to the mechatronics and the gearbox section.”

The Gear Tronic III is one of many examples of LIQUI MOLY not simply offering lubricants, but also the equipment to use them and proven business models. Not just products, but complete solutions for the workshop. For a complete overview of the range, see www.liqui-moly.com

20 years of MEYLE-HD. Driven by principle.

* For more information on the MEYLE guarantee policy visit www.meyle.com/guarantee-certificate

#HD20YRS

‘We are celebrating an anniversary. We launched MEYLE-HD 20 years ago. Technically refined spare parts which are more reliable and longer-lasting than OE parts. Revolutionary also because we were the first to give a four-year guarantee*. And a success story – after all, the product range now comprises more than 1,650 MEYLE-HD parts. We would like to say a big “thank you” to our engineers, who simply never let up. They can’t help but do things better. Driven by principle.’ Dr Karl J. Gaertner. Chairman of the Executive Board, MEYLE AG

Learn more at www.meyle.com/HD20

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TALENT ACQUISITION AND GROWTH IS NO LONGER THE FOCUS OF HR ALONE

INSIDE EDITION 28 • JUNE 2022

NEIL FRYER Vice President and General Manager Global Aftermarket, Delphi Technologies

THE DELPHI DIFFERENCE; AFTERMARKET TALENT WITH A GLOBAL FOOTPRINT AT DELPHI TECHNOLOGIES Talent acquisition and growth is no longer the focus of HR alone, it’s relevant for the whole business and its remit has grown to include team work, mental health, and communication, hybrid working and more. Neil Fryer, Vice president and General Manager of Delphi Technologies, reflects on the difference Delphi Technologies’ talented team makes to the Aftermarket. ‘Talent’ is a term that has become synonymous with ‘people’, why do you think that is? Neil Fryer (NF): I think it’s a progressive way of understanding your employees. You’ve brought them into the business for a reason, their talents and skills. By keeping this term at the forefront of your mind, it helps to clearly frame their value and contribution to the business.

So what comes to mind when you think of ‘talent’ at Delphi Technologies? NF: I think of the varied and diverse teams we have all over the world and I think of the exciting projects that our customers enjoy as a result. We are fortunate to have fantastic skills, knowledge, and experience at all levels of business operations.

SIDE You touched on the global nature of your teams, has that been important in building a talented aftermarket? NF: Absolutely. Inclusivity and diversity aren’t just platitudes, but are fundamental to finding talent from all walks of life and around the world. Without diversity you miss out on the talents of experience, insight, and creativity that underpin innovation, which is essential to what we do. It also means our colleagues can work closely with our customers in those countries with global strength behind them. What do you think the aftermarket can do to foster talent in the coming years? NF: I foresee investing in staff training and education will become more important than ever for the automotive industry and the aftermarket especially. Thanks to fast developing technologies that are important for us to embrace; electrification, alternative fuels, sustainability, and more; we owe it to our non-engineering employees to help them gain knowledge in these emerging arenas so that they can use their talents to generate strategies, innovative ideas, and add that value straight back into the business. How is Delphi Technologies taking that approach to talent out into the aftermarket? NF: We see technical training as one of the most important pillars for growth at Delphi Technologies. We know that up-skilling and educating technicians is one of the most important aspects of a workshop business, and we also know that the budget they have for training is not an infinite resource, so the training courses need to be INSIDE EDITION 28 • JUNE 2022

the right ones. The training programs we design provide both theory & practical components so workshops can rest assured our courses effectively deliver the information their technicians need. As a market leader we have a responsibility to share our expertise for the benefit of the aftermarket as a whole, growing the knowledge base of talented engineers with training and looking for future talent with apprentice programs. We want to help develop the next generation of talented aftermarket specialists who will be at the leading edge of the automotive aftermarket. If you could summarise The Delphi Difference of aftermarket talent what would it be? NF: That talent lies in the individual and the strength lies in the team work. At Delphi Technologies we know you must have both to succeed so we nurture both. We implement initiatives to help develop a skilled talent base for the global aftermarket, and look to grow our team internally in the same way. As a result we have brought a world class offering to the aftermarket. We continue to respond to customer needs with pioneering programs including the Delphi Technologies Academy in the UK for interactive, on and off-line training courses, new hybrid electric vehicle training in North America, and inclusive sign language supported materials South America. Our talented people are at the core of everything we do and will continue to be as we move into an exciting automotive future. 

REMANUFACTURING

Thomas Meyer, Director TruckServices Remanufacturing & Resale EMEA at Knorr-Bremse Commercial Vehicle Systems, gives insight into the remanufacturing in the commercial vehicle systems industry, its importance for the company and environment and the perspectives for the future. What products and innovations are you currently working on in the Truck Remanufacturing area?

Thomas Meyer, Director TruckServices Remanufacturing & Resale EMEA at Knorr-Bremse Commercial Vehicle Systems

Knorr-Bremse created EconX® as a brand for industrially remanufactured products that can help ensure even older commercial vehicles can stay on the road safely and efficiently. Currently, we offer over 1,000 different EconX products, including calipers for disc brakes, electronic air control, compressors, EBS modules, electronic clutch actuators, and spring-type cylinders. These are original, appropriate for the current market value of the vehicle, and sustainable. Remanufacturing not only saves materials and energy, but it is also an inexpensive and functional option to use older vehicles safely for a long time. The use of old cores for the production of an EconX SN7 Caliper, for example, results in a reduction of emissions equivalent to 44.9 kg CO2.

How important is remanufacturing in the automotive sector? The trend towards remanufacturing on the truck market continues to grow rapidly, comparable to that in the passenger car market. Last year, a total of 130,000 used products were processed in our remanufacturing plant in the Czech city of Liberec. This is proof of the high demand for industrial remanufacturing of used products. In 2021, EconX® products made it possible to not only save 1.85 million kilograms of CO2 in Europe, but also 7.5 million kilowatt hours of energy and roughly 640,000 kilograms of materials. What do you feel are currently the most exciting developments in remanufacturing? In our remanufacturing plant in Liberec, KnorrBremse’s largest remanufacturing site in Europe, for example, the individual components of used service new calipers go through a specially coordinated reprocessing procedure to ensure they meet Knorr-Bremse’s high standards for quality and safety. Final assembly and testing of the calipers are then handled on the OE assembly

lines in the Liberec and Aldersbach plants. In this way, we ensure that Knorr-Bremse’s high quality standards are met. In addition, a remanufactured product saves up to three quarters of the carbon dioxide emissions of a new product, despite the emissions caused by transporting and returning used products, disassembly, cleaning, processing, inspection, and re-installation. EconX products are up to 20 percent less expensive than service new parts. In addition to the direct pricing advantage, there is also an indirect pricing advantage for the customer. Innovation cycles for electronic components are so short that a specific electronic component is frequently available only in limited numbers even before a product’s entire life cycle is over. So EconX products enable customers to take full advantage of the optimized product life cycle and reduce the total cost of ownership (TCO) of older vehicles.

Knorr-Bremse’s remanufacturing plant in Liberec, Czech Republic

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TIPS TO ATTRACT THE RIGHT PEOPLE

INSIDE EDITION 28 • JUNE 2022

BENOÎT DUCORPS CEO SPARKER

TALENT MANAGEMENT FOR STARTUPS IS A TOPIC OFTEN OVERLOOKED Not having the right people on board is often mentioned as one of the main reasons for Startup failures. Unfortunately, this topic is usually underestimated not only by founders, but also by investors. In this article, Benoît Ducorps CEO of SPARKER highlights some of the challenges that startups are facing around talent management and outlines some relevant solutions that ought to be systematically explored by Startups. Startups are not immune from the strains of more established businesses - they are also exposed and vulnerable to the fierce competition within the marketplace for attracting talented people. In addition, they tend to fully concentrate on fast delivery and the pressure that this brings leaving little time left for recruiting and developing their ‘talent pool’ and company culture.

Very often startup owners have no idea how to actually hire the right people and retain them, which will ultimately lead to mistakes being made. At the embryonic stage of such businesses, they have not yet developed a reputation, they cannot afford to pay high salaries and therefore need to be more persuasive in the recruitment process in order to convince talented candidates to join them.

SIDE With all the energy spent in attracting and keeping the best talents, receiving a resignation letter from a key member of staff within a small tight-knit team can seriously impact on the team’s morale – more so than in an established business. The list of challenges faced by startups goes on, but there are solutions that can really help. It starts with a serious willingness to confront the problem head-on and not consider it a secondary topic.

TIPS TO ATTRACT THE RIGHT PEOPLE

In recruiting, for example, I have gathered below a few tips that I have found really relevant and useful and, more importantly, at the reach of any startup to attract the right people. • Focus on describing what makes your company attractive and don’t underestimate the impact you can make as an entrepreneur with your charisma and leadership. • Take the time to formalize the job description. This helps you clarify the roles in your organization and also to match with the right candidates. • Use several team members in the recruiting process, and even reach out to outside support to challenge your decisions. • Treat the candidates like you would do for future customers. • Ask yourself if the candidate will really match your company culture. There are also many ways to reduce the risk of

INSIDE EDITION 28 • JUNE 2022

turnover, which require dedicated actions and attention, but remain accessible for startups to implement. • Continuously develop and nurture a clear purpose and positive company culture. Meeting as a team through events; and engaging your customers to hear their voices will greatly help. • Regularly measure the engagement and motivation of the team and define actions to improve progress. • Focus on the integration of newcomers and maintain a closer link with them until they feel confident about their role and the culture of the company. • Acknowledge achievements. • Ensure all employees check in with their manager at least twice a week, especially in remote working conditions. • Involve team members in project initiatives fostering group work will increase the sense of belonging to a community. • Search for support from a mentor to coach your team from an early stage. Many mentors do this for free. • You can’t win all the battles. Don’t spend time endlessly trying to retain those people who are constantly unhappy. Prioritize your efforts on keeping those members of staff you value and want to retain.

Although startups are rarely equipped with a strong HR organization and the budget to tackle these issues of talent management, they do, however, have several good cards in their hand to play. I am convinced that their ability and desire to succeed, and by attracting and keeping talent, is at the top of the agenda for startup founders. By applying many of the tips in this article, and seeking outside support where needed, can make a real difference. 

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INSIGHT FROM THE NEXUS COMMUNITY

INSIDE EDITION 28 • JUNE 2022

SWF 100 YEAR ANNIVERSARY The Valeo Group is proud to celebrate the 100 year legacy of SWF, a brand that combines tradition and innovation, a brand which belongs to Valeo, the N° 1 worldwide leader in Wiper Systems* is celebrating 100 years of legacy.

SWF, with all of its expertise and innovations, offers to the aftermarket a full range of premium wiper blades to address different needs. Let’s discover its fascinating history: 1922: the SWF history started in Bietigheim (Germany) under the name “Spezial Werkzeugfabrik Feuerbach” 1927: the first wiper blades and development of electrical motors, washing systems, lighting and other automobile parts arrived in 1927 1935: the first wiper blades for curved windscreens dedicated to light vehicles were launched 1958: in order to provide a global solution to customers, the first wipers blades specially designed for truck and commercial vehicles were introduced into the market 1974: the 1 meter wiper blade for buses and first integrated spoilers was introduced

1998: SWF joined Valeo Group and became a major supplier in the wiping industry 2000: the wear indicator, Valeo’s innovation, was introduced to SWF wiper blades 2002: the first flat blades for Original Equipment were developed and launched 2012: Valeo Group wins a PACE award for its Valeo AquaBlade™ system produced in Bietigheim, Germany. SWF leadership designing Original Equipment, the legitimacy, expertise and innovation continues. 2013: the growth continues and the full complete Flat Blade range for Trucks - VisioFlex® is introduced to its catalogue 2014: a complete Hybrid range of single blades was incorporated in the passenger cars offer 2017: SWF Connect was launched, a range dedicated to customers looking for an optimised Flat

SIDE Blade range with maximum car parc coverage for front and rear applications being the first Premium rear multi connection range in the market 2018: SWF welcomed into its range the exclusive Valeo AquaBlade™ made in Germany, bringing to the aftermarket its latest Original Equipment innovation and becoming the only IAM actor to cover vehicles equipped originally with Valeo AquaBlade™ (more than 1 million vehicles already covered). Valeo AquaBlade™, a cutting-edge technology to increase safety on the road. *2019 Original Equipment market shares for passenger cars

A brand that combines tradition and innovation Now, 100 years later, the SWF brand is sold in more than 50 countries and it has become a leading worldwide wiper specialist: designing and manufacturing in Europe wiper blades, motors and components. Offering to the aftermarket a full range of premium wiper blades to address different needs with a European coverage rate close to 100% for passenger cars and heavy-duty vehicles and buses. SWF, strong heritage, a brand you can trust, celebrating 100 years of expertise and legacy and so many more to come!

THE NEW GLOBAL INNOVATION NETWORK FOR THE AUTOMOTIVE AFTERMARKET

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HYBRIDS ARE CHANGING THE AFTERMARKET FUTURE MOBILITY WILL SEE HYBRIDS AS A NEW DRIVER OF AFTERMARKET SALES Hybrid cars play a growing role in the market. Thanks to its clear focus on the future of mobility, NGK SPARK PLUG has a comprehensive range of Aftermarket products for this growing segment.

For those drivers who do not want to switch to a fully electric car, hybrid vehicles offer the best of both worlds. And NGK SPARK PLUG, with its ignition and vehicle electronics range, provides excellent coverage. Spark plugs in hybrids will have the same lifetime and service intervals as in general internal combustion engine vehicles. But they do have higher technological demands which make precious metal spark plugs a wise choice. And NGK ignition coils and leads are the correct choice to handle higher load ranges. Although diesel technology is only used in roughly 10 % of today’s hybrid cars, technicians need to be aware that glow plugs for diesel hybrids have to handle standby annealing in hybrid mode. Ceramic glow plugs are the solution, ensuring optimal performance. Finally, hybrid cars still have to ensure that their combustion engines meet modern emission standards. All NTK products use state-of-the-art technologies to meet automotive standards, regardless of whether for combustion or hybrid configurations. The NTK product range offers a constantly growing EMEA car parc coverage, and not just for hybrids, so that the ignition and sensor specialist really can be considered a one stop shop for many Aftermarket needs.

Get ready for the new aftermarket

AUTOMOTIVE KEY SYSTEMS COMPONENTS

NEW ENERGY VEHICLES COMPONENT PROGRAM Make sure that you are part of the future and follow the technology shift within the newest generation vehicles. We are ready to support you in this fast growing sector of the market by expanding your spare parts offering to the new energy car applications. Explore our constantly expanding spare parts program for thermal systems of Hybrid and Electrical Vehicles.

+490

ITEM NUMBERS IN RANGE

+2100

OE NUMBERS COVERED BY THE RANGE

TESLA S, NISSAN LEAF, BMW i3, I8, CHEVROLET VOLT, OPEL AMPERA, VW E-GOLF VII, TOYOTA AURIS, PRIUS, LEXUS NX, KIA NIRO, HYUNDAI IONIQ, VOLVO XC 90 EXEMPLARY HEV APPLICATIONS

THE DIFFERENCE

nissens.com/NEV

ONE-STOP SHOPPING FOR KEY SYSTEM PARTS

GENUINE NISSENS QUALITY

WIDE COVERAGE OF THE MARKET POPULAR APPLICATIONS

CLIMATE, ENGINE COOLING EFFICIENCY & EMISSIONS SYSTEMS

SPECIAL FEATURES SECURING LONG LIFESPAN

CONSTANTLY DEVELOPING PRODUCT RANGE

// IMAGINE

...there was one system for all processes.

Behind the surface: Self-learning vehicle file, Parts Indicator and much more.

Uncomplicated parts search and graphical part identification

Administration of vouchers, customer and vehicle master data

Fast Calculator: to the cost estimate within a few clicks

Integrated chat module for optimal communication

NEXT is the first generation of self-learning information systems with a variety of benefits and added values for wholesalers and their customers (garages and retailers). The self-learning vehicle file is the heart of NEXT and ensures even more precise part identification by combining already „learned“ equipment for the selected vehicle with the correct spare parts. With the Fast Calculator module, the creation of cost estimates almost takes care of itself. The Parts Indicator follows the guiding principle „Better decisions through experience“ and maps a large amount of concrete vehicle data generated at a specific mileage. The function predicts which parts groups and / or working positions are to be checked in the respective vehicle. Through GSI-Remote, NEXT ensures interactive communication and data exchange between the catalog and other third-party systems. All this and much more is behind NEXT from TOPMOTIVE. Contact us!

www.topmotive.eu

: aftermarket

The absolute number 1 in longevity Just like BOSAL – almost 100 years experience

Front Pipes

Catalytic Converters & Diesel Particulate Filters

Intermediate Silencers

Rear Silencers

I reduce exhaust fumes and noise. What’s your superpower?

Mounting and Repair Parts

Bicycle Carriers

Towbars

Like our company and products, our TALENTED team members show a perfect combination of longevity and innovation. The know-how of our colleagues with long experience and high expertise combined with a new generation of team members results in the premium quality, durability and sustainability of our products, as well as the high level of our services!

CEO

Management

Finances

R&D

Sales

Marketing

www.bosal.com

Powering what matters GS Yuasa batteries provide reliable energy behind the scenes to keep your daily life moving. From trips to the shops to missions in outer space – we’re the number one battery choice for millions of people around the world.

The Real Difference in the AC Business

CLIMATE COMFORT SYSTEM

FULL SUPPORT FOR AC TECHNICIANS Perform efficient, safe and successful AC service with our parts. Genuine Nissens quality means all our products ensure optimal system performance as well as fast, trouble-free installation. Unique features such as corrosion protection prolong the lifespan of each component and deliver years of value to vehicle owners. Additionally, we offer comprehensive tech support solutions essential to HVAC system maintenance, including up-to-date guides on the latest vehicle designs.

THE DIFFERENCE

nissens.com/climate

ONE-STOP SHOPPING FOR KEY SYSTEM PARTS

FACTORY NEW COMPRESSORS PRE-FILLED WITH PAG OIL

PROVEN, RELIABLE, LONG LIFESPAN

SUPREME CAR PARK COVERAGE, NEW ENERGY VEHICLE PARTS INCLUDED

LONG-LIFE, CORROSION PROTECTED CONDENSERS

EASY INSTALLATION, IMPORTANT PARTS INCLUDED (FIRST FIT)

5,000 REASONS WHY WE HAVE 5,000 EXPERTS WORLDWIDE DEDICATED TO DESIGNING, MANUFACTURING AND TESTING SOME OF THE MOST ADVANCED BRAKING SOLUTIONS ON THE MARKET. Our expansive team of professionals, committed to delivering excellence, guarantees our position as one of the world’s leading brake friction manufacturers. This is one of the many reasons why Textar is trusted by vehicle manufacturers, distributors and workshops globally.

LEADING FRICTION ENGINEERING MANUFACTURING TESTING

SIDE

NEXUS Automotive International SA Chemin du Château-Bloch 11 1219 Le Lignon | Geneva | Switzerland T +41 22 306 49 50 www.nexusautomotiveinternational.eu

A Progressive Automotive Community

INSIDE EDITION 28 • JUNE 2022