Effectively meet the demographic change

(openPR) - with „Debriefing “for the fact it ensures that know-how and experience do not go also into pension

Humans in the Western European states are born ever older, it less and less children. This trend leads to one today under the term „demographic change “to a large extent accepted future scenario for the societies: The average age of the population will rise clearly, the age structure shifts to the older ones. The demographic change with its foreseeable effects is not at least medium-term reversible. So far the facts.

For the individual enterprises and the German economy as a whole difficult tasks before this background, which require new strategies and solutions, place themselves. Generally applies: More employee must again up to the legal pension entrance age work, and this out also in principle to carry be able, in order to secure a qualified worker offer for the economy and the social insurances relieve at the same time. This demand stands contrary to the usual personnel policy of the last 20 years, which saw their ideal in as recent, apparently particularly flexible and innovative a coworker structures as possible. Also the policy contributed - approximately by incentives for early retirement - to this development
The demographic change is a creeping process. While large companies develop and convert partly already personnel-political beginnings, in order to meet the trends mentioned, such strategies are missing and measures still in far parts of economics and administration. Overshadowed of the cash transaction and a multiplicity of current providing, straight for small and middle enterprises (KMU), its substantial effects are often not sufficiently noticed on the competitive ability of the enterprises. Which generally applies to the German job market, the KMU meets thus in the future in intensified form

First step for the evaluation of the situation and development of co-ordinated measures - for example the personnel planning or the planning of training measures - is an actual state analysis.

The following factors are to be considered:
the age structure of the enterprise and the prospective age structure of the future
the qualification structure of the persons employed
age structure and qualification structure before the background of department affiliation and other criteria
experiences and views of the persons employed
guidance structure

Important questions result from the classification of the different groups of persons employed after their qualification. When do the master and the foremen e.g. go into pension The know-how of the older ones must be transferred before their separating in „operating knowledge “. Is that guaranteed Consider also the product running times, which must be covered with the technically qualified coworkers. Customer contacts, which developed over decades, must become secured. But the knowledge transfer must seize also in reverse: How does the training knowledge of the younger ones reach the older ones

One of the preservation strategies, which show use with individual enterprises already, frequently pursued thereby, tries over purposeful holding, memory and reconducting explicitly made coworker knowledge and - experience loss situations to reduce. Such measures are operated usually under the keyword „Debriefing “. Coworkers, who take part in the transfer of know-how, must be however safe that also from it a concrete use - or nevertheless at least no damage - arises for them. Experienced advisors to this topic find you under www.adais.de

Johann Schmidt

Schmidt&Partner
X-raying route 30
71229 Leonberg
info@schmidt-leonberg.de

Schmidt&Partner is specialized an CI-agency in personnel development, the development of selling processes and the conception of intelligent selling tools.

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