Concepts of work design - according to the stages of life.

Autor/in	Bellmann, Lutz
Titel	Concepts of work design - according to the stages of life. Titel in anderen Sprachen: Konzepte der Arbeitsgestaltung - unter Berücksichtigung der Lebensabschnitte.
Quelle	In: Backstein, (2019) Special issue 4, S. 27-38 PDF als Volltext kostenfreie Datei Link als defekt meldenVerfügbarkeit
Zusatzinformation	deutsche Fassung
Sprache	englisch
Dokumenttyp	online; gedruckt; Zeitschriftenaufsatz
Schlagwörter	Familie; Leben; Technologische Entwicklung; Partizipation; Gleichgewicht; Beschäftigungseffekt; Personalpolitik; Berufsausbildung; Arbeit; Arbeitsgestaltung; Beruf; Qualifikationsanforderung; Weiterbildung; Auswirkung; IAB-Betriebspanel; IAB-Datensatz Linked Personnel Panel; Zukunft; Älterer Arbeitnehmer; Mecklenburg-Vorpommern
Abstract	"What are the most important personnel problems in Mecklenburg-Vorpommern? The company representatives often mentioned problems related to covering the skilled workers' gap (34 %) as well as overageing (9 %). The burden of wage costs (15 %) and staff shortage (15 %) were mentioned even more often. In the public administration, the high absenteeism/ sickness leave rate (15 %), problems relating to covering the skilled workers' gap (10 %) and overageing (8 %) are mentioned particularly often. To the challenges due to demographic change, globalization, the transition to a knowledge-based society and the changed demands of the employees to their work, the companies have to find answers. They increasingly respond with new strategies of further training, health promotion, workplace design as well as a family-friendly personnel policy. A particularly interesting result is the significantly increased proportion of companies since 2002 which offer measures for supporting the reconciliation of private and work life. In this connection the growing importance of the individual reconciliation of areas of life, the design of stages of life and the demographic change also becomes apparent. This also means that personnel work should no longer only focus on the professional context of the employees. Changing prior-ities regarding areas of life make new career models interesting. Company representatives highlight the aspects of recruiting younger junior staff, of meeting the replacement demand and the knowledge transfer relating to employees leaving, associated with the age structure of the workforce. Among other measures for older employees securing their employability, mainly through the involvement in further training, especially against the background of industry 4.0, is important. Even more important are the mixed-aged staffing of working groups, offers to continue working for the company after retirement and the involvement of older people in workplace health promotion. Furthermore, possibilities for action of work and personnel councils concerning both risk assessment and integration management should be emphasized." (Text excerpt, IAB-Doku).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2020/3