1. Home
  2. in/Out, 5-30V Channel, 6 38mm, Shaft Hollow Through Diameter, Body 100mm Encoder Incremental 38630V4096-R2 100H FNC Fenac 4096PPR, Cable 2m
  1. facebook
  2. twitter
  3. linkedin
  4. pinterest
Fenac FNC 100H 38630V4096-R2 Incremental Encoder 100mm Body Diameter, Through Hollow Shaft 38mm, 6 Channel, 5-30V in/Out, 4096PPR, 2m Cable

The company Fenac was founded in 2002 with 20 years industry and production experience in the industrial automation market. Fenac Engineering defined and positoned itself as a global producer of motion control and feedback devices. For that purpose company enlarge the product range day by day according to customer and market requirements. Fentek's initial aim is to produce high quality, leading-edge and competitive motion control products for different tasks and applications like all kind of industrial machines, iron-steel motors, different model and type elevator motors, machine tools, weighscales, conveyors, printing machines, drives, textile machines, production lines, injection - moulding machines, test machines, elevators/lifts, door and gates. As a result of aiming high quality motion control products, Fenac has the following products in the product range; Optical Incremental Encoders Optical Absolute Encoders Magnetic Incremental Encoders Magnetic Absolute Encoders Draw Wire Units - Wire Actuated Encoders Magnetic Linear Encoders Encoder With Analog Outputs



skip to content

in/Out, 5-30V Channel, 6 38mm, Shaft Hollow Through Diameter, Body 100mm Encoder Incremental 38630V4096-R2 100H FNC Fenac 4096PPR, Cable 2m Switch Encoders

the post-millennial generation is about to arrive in your workplace, but there are few overlaps between these digital natives and their older colleagues. poised to disrupt the workforce with an influx of 61 million job seekers, generation z brings characteristics and expectations you might not anticipate to the office. here’s what you need to know to stay ahead of the transformation.

in/Out, 5-30V Channel, 6 38mm, Shaft Hollow Through Diameter, Body 100mm Encoder Incremental 38630V4096-R2 100H FNC Fenac 4096PPR, Cable 2m Switch Encoders

who is gen z?

members were born between 1995-2010, meaning the oldest are 22 and just entering the workforce.

  • 48% – forty-eight percent are non-caucasian1, which makes them the most diverse generation to date.
  • defined by privacy, cautiousness, practicality, and mindfulness of the future, they tend to be more like their grandparents than millennials

unprecedented digital connection…

gen z has never known life without technology at their fingertips (the first smartphone debuted when they were infants).

  • – on average, they use five screens – smartphone, tv, laptop, desktop, and ipod or ipad.2
  • 96% percent own a smartphone.3
  • more than half spend at least 10 hours a day on an electronic device.3

…but crave real-life connection

despite being inundated with technology all their lives, gen z expresses concern about their digital devices and place high value on offline relationships.

  • only 49 percent agree that social media is an important part of their life.1
  • nearly 60 percent are concerned that social media is too public.1
  • 37% – thirty-seven percent worry that technology is weakening their ability to maintain strong interpersonal relationships and develop good people skills.4

cautious (but reasonable) consumers

this generation grew up in the great recession and the occupy wall street movement, which has made for frugal shoppers with a distrust of big brands.

.

  • 35% – thirty-five percent plan to start saving for retirement in their 20s.5

gen z at work

gen z makes up the latest wave of young professionals entering the workforce. outnumbering their millennial predecessors, this group will make up forty percent of the working and consumer population by 2020.twenty-eight percent of millennial managers look to gen z with concern, doubting their ability to recruit, retain, and train them. 5 gen z are hard workers – an asset to employers – but when it comes to recruiting and retaining, what matters to these incoming job seekers? we’ve compiled results from several surveys to find out.

practical prospects

gen z is deeply driven by security. more pragmatic than millennials, gen z express concerns about money and benefits.

  • 65% – sixty-five percent of respondents think salary is important.6
  • 70% – seventy percent describe salary as their top motivator.7
  • 70% – seventy percent say their top “must have” is health insurance.7

career ownership

not only do gen z work hard, they also take responsibility for their career. this generation is willing to put in the extra hours if they’ll be rewarded for it. they are competitive and want to be judged by their merit. this means they also value skill development and self-improvement, and they often prefer to work independently.

this also makes for a generation of entrepreneurs. nearly half (42 percent) of the monster multi-generational survey respondents want to have their own business someday.7

  • only 38 percent of respondents consider work-life balance to be important.6
  • 76 percent describe themselves as responsible for driving their own career.7
  • 58 percent say they’d work nights and weekends for higher pay.7

technology as a tool

while generation z are anything but strangers to technology, they view it is a tool – not a toy. they are less enamored with flashy new releases than previous generations. these employees expect work phones and laptops. adept at quickly picking up new technology and instantly accessing information, you can expect gen z workers to learn and start contributing sooner rather than later.

  • 23% – twenty-three percent of respondents expect texting to be essential to workplace communication.7

fans of face-to-face

perhaps because of their digital environment, gen z place high value on face-to-face interaction. these employees don’t just want to work for you – they want to be coached by you, too. social experiences matter in the workplace and beyond, which makes culture a key convincing point for recruiters. gen z is also the most accepting generation yet, so they feel right at home in a diverse work environment.

  • 40% – forty percent want daily interactions with their boss and think they’ve done something wrong if they don’t.5

the bottom line

employers prepared to deliver a positive and rewarding day-to-day work experience with competitive compensation will be well-equipped to welcome their youngest workers. earning a bachelor of arts in human resource management or a master of arts in human resource management from concordia university, st. paul, is an excellent way to refine your hiring and training practices.

sources:

  1. http://www.collaborata.com/projects/198
  2. https://www.ibtimes.com/marketing-generation-z-millennials-move-aside-brands-shift-focus-under-18-customers-1782220
  3. http://mediakix.com/2017/03/the-generation-z-statistics-you-should-know/#gs.aenzufs
  4. https://www2.deloitte.com/content/dam/insights/us/articles/4055_fow-genz-entry-level-work/4055_fow-genz-entry-level-work.pdf
  5. https://www.cnbc.com/2018/05/01/61-million-gen-zers-about-to-enter-us-workforce-and-change-it.html
  6. https://www.visioncritical.com/generation-z-statistics/
  7. https://www.monster.com/career-advice/article/gen-z-boss-0816

in/Out, 5-30V Channel, 6 38mm, Shaft Hollow Through Diameter, Body 100mm Encoder Incremental 38630V4096-R2 100H FNC Fenac 4096PPR, Cable 2m Switch Encoders

WWW.AFLAM.COM RSS