Potenzial: Training

Is demographic change a nightmare being completely at mercy as a business owner? Or is it rather offering opportunities? Demographic changes are only one factor for a successful business development. Along with other challenges to the company’s development, it can be used as an opportunity: Planning and taking measures in the medium and long term on individual, collective and organizational levels will result in a change of leadership.

In the context of risk management the demographic change is reflected in demand and environmental risks. On the one hand, the requirements of products’ target groups are changing. On the other hand, the labour bottleneck is increasing due to the shift in population and age structure. When choosing strategies and measures for dealing with the demographic change in supply chains, companies should consider organizational as well as technological and personnel management-related aspects. In this connection, the integral examination of the complete product line as well as the company’s and the supply chain partners’ development of capabilities are essential.

Demographic change poses particular challenges for change processes in companies. On the one hand thing, the working environment and conditions have to be adapted to the aging of the workforce, on the other hand, the processes of change themselves must be taking account to the age of the employees, i.e. for older employees changes must be conducted differently than for younger employees. This paper presents a concrete way to organize change processes in companies, in due consideration of demographic change.

Ensuring healthy, safe and competitive work is a major challenge in industrial production particularly regarding the demographic change in Germany. Especially work systems with a high amount of manual tasks require appropriate solutions. The article discusses the potential of hybrid human-robot work systems in manufacturing focusing assembly tasks.

For most German companies managing demographic change is one of the main future challenges. However, many firms are not yet well prepared to face this development. Nowadays competition is primarily based on knowledge and hence enabling knowledge transfer between older and younger employees has turned to be a key success factor. In this paper we therefore develop a ‘Knowledge Transfer Balanced Scorecard’ in order to provide a hands-on tool for controlling the knowledge transfer process in times of demographic change.

To analyze individual-related acts and behaviours by solving different kinds of problems and tasks (especially with complex caracter) is a main part of ergonomic analysis - predominantly the ones which require a distributed solution. To derive statistical significant statements and to ensure an effective and efficient measuring of competences it is necessary to collect the data (video and audio) automatic and digital. For this purpose a technical system should be developed and applied which is able to trace the evaluated probands without interruption in distributed areas.

The aging workforce and labour shortage due to lacking young qualified employees are topics which today primarily concern small and medium-sized businesses in unattractive regions. The Federal Statistical Office expects particularly dramatic changes in the age structure of the German workforce in 2017 to 2024. How can companies prepare for these changes? And is it a mere obligatory task or could there have been unexploited potential overlooked so far? Recent German studies provide new insights.

Within structured wikis we can combine the web 2.0-advantages - flexibility, collective intelligence, self-organization and participation - with process oriented knowledge work. These wikis are able to use process structures to support complex processes. Thus, a structured wiki supports knowledge work in know-ledge intensive processes. Users are not bound to strict processes as the wiki technology enables creativity by definition. This paper shows the differences between traditional and structured wikis by example.

Integrated E-Recruiting combines Applicant Tracking, Application Management and Personnel Selection in a seamless workflow. This article describes process architectures and benefits of integrated recruitment and psychological assessment.

The article discusses opportunities for supporting the sustainable development of employees in a teaching and research institute by the use of management systems. Within this discussion, the areas of management, sustainability and human resources will be explicated and interlinked in a prototypical management system.