Consequences of demographic change for in-house recruitment : attracting personnel and keeping them

Abstract

What are presented here are the effects of demographic change in Germany. Demographic change is not only leading to a drop in unemployment but also to personnel bottlenecks within enterprises. This article concentrates on the development of qualifications. The author confronts the changes on the supply side with the demand for qualifications. In addition, he deals with the current requirement for skilled workers and the special situation in certain partial areas of the economy, such as the social vocations. The article closes with listing consequences for labour market policy and discusses possible options for action. These include the tapping of additional personnel reserves (older persons, women, foreign workers) as well as a new expansion of training. 'For the workers, it is above all a question of making one's own contribution to one's further development and the maintenance of employability.' The author sees the focus of personnel policy in measures towards healthy aging and the compatibility of family and work. 'Such a self-image of an establishment should help to win and retain good personnel.' (IAB)

Cite article

Walwei, U. (2012): Konsequenzen des demografischen Wandels für die betriebliche Rekrutierung. Personal gewinnen und halten. In: Bundesarbeitsgemeinschaft der Freien Wohlfahrtspflege (Hrsg.) (2012): Den Wandel steuern : Personal und Finanzen als Erfolgsfaktoren. Bericht über den 7. Kongress der Sozialwirtschaft vom 26. und 27. Mai 2011 in Magdeburg (Edition Sozialwirtschaft, 33), p. 17-36.