Potenzial: Training

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.

Increasingly complex and technology-driven markets require a broad knowledge and qualifications of professionals in manufacturing companies. The range of needs for long-term competitive knowledge adaptation is versatile. Especially in view of the forecasted lack of qualified young people, it is more important to sustainably educate existing staff. Thus it is necessary to create sustainable and innovative learning environments which provide the necessary knowledge, qualifications and skills. An adequate and consistent concept represents the advanced Learning Factory (aLF) and is discussed in this paper.

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.

The percentage of employees beyond 50 years of age will grow tremendously over the next 25 years. Fewer younger workers will be available and companies will face the challenge to retain older workers. Companies will be required to introduce an age-differentiated human resource management that deals with the challenges of an older workforce. Based on the results of a survey of companies primarily from the industrial sector, the paper analyses the current situation and develops recommendations for necessary changes in the design of HR instruments of companies.

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.