Making work age-appropriate
- Making work age(ing)-appropriate
- 01.01.2017 - 01.01.2019
- European Union
- European Regional Development Fund (ERDF) 2014 - 2020, investments in growth and employment
- 10,000 euros, of which 50 % own contribution
- Prof. Dr. Angelika Röchter
- Economic initiative in the Höxter district e. V.
Age-appropriate employment alleviates skills shortage
Project “Shaping work in an age-appropriate way”: Future-oriented securing of skilled workers
Many small and medium-sized enterprises (SMEs) in the Höxter district are already affected by the negative effects of demographic change. Ageing workforces and declining numbers of applicants present these companies with the challenge of employing a sufficient number of skilled workers in the future. Against this backdrop, older employees (50+) represent an important resource, as they have valuable skills and extensive experience. However, increased workloads can lead to excessive demands and health problems, particularly in this group of employees.
The development and implementation of an age-appropriate HR policy in SMEs in the region is therefore an important contribution to securing skilled workers for the future. The project “Arbeit alter(n)sgerecht gestalten” was initiated by member companies of the Wirtschaftsinitiative im Kreis Höxter (WIH) in order to contribute to improving the skilled workforce situation in the region. The state of North Rhine-Westphalia is supporting this initiative as part of the “EFRE.NRW 2014-2020 Investments in Growth and Employment” program.
Modern personnel policy to strengthen competitiveness
The overall aim of the project is to support small and medium-sized companies in the Höxter region in the development and implementation of age-appropriate HR policy measures. This is seen as a prerequisite for strengthening the innovation and competitiveness of companies. To this end, decision-makers in SMEs in the region should first be made aware of the need for age-appropriate personnel policies. The aim of the empirical study carried out by the FHDW was to record the current status of age-appropriate personnel policies in companies in the region. In the further course of the project, concrete action plans are to be developed in cooperation with selected companies and a targeted exchange of knowledge and experience is to be initiated within a corresponding network.
The project is divided into two parts: The first part comprises an empirical study on the current situation of age-appropriate personnel policy in the region. The second part involves the development of concrete action plans in cooperation with selected companies.
Sensitize companies
As part of the empirical study, more than 3,000 small and medium-sized enterprises were surveyed on the topic of ageing workforces. On the one hand, the survey served to make decision-makers aware of the issue, create awareness and promote openness with regard to the topic. On the other hand, the current situation with regard to age-appropriate personnel policy in the region was to be systematically analyzed. The target group for the survey was managing directors and members of company management.
A workshop was organized at the FHDW to present the results, which was attended by around 40 representatives from companies in various sectors. This workshop was also used to initiate further activities as part of the project. The results of the empirical study were also made available to a wider audience through various publications in regional media.
Concrete action plans for selected pilot companies
The second part of the project – the development of concrete action plans – is currently in the implementation phase. Based on the results of the empirical study, various workshops have already been held to give representatives from different companies the opportunity to discuss specific aspects of the topic and exchange experiences.
Further workshops and discussions are planned with representatives of company management, HR managers and works councils. They serve to analyze the current company-specific situation (using a systematic age structure analysis and the DEMOGRAFIE AKTIV/Quick Check management tool) and to derive current and future needs for action (e.g. in the areas of workplace, working hours, career planning, training, remuneration, management, knowledge transfer). Individual companies are given concrete assistance in implementing demographic management measures as part of “lighthouse projects”.
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