Suchergebnisse

Introduction: Demographic Change and Its Implications -- Literature Review on Ageing Research -- Literature Review on Career Concepts and Learning in the Context of an Ageing Society -- Methodology and Research Design: A Qualitative Case Study of Middle-Aged Non-managerial Employees and Managers -- Results of the Qualitative Research - Changing Age and Career Concepts in the Austrian Banking Industry -- Discussion and Implications

Dieser Sammelband greift das vielfältige Wirkungsfeld des internationalen Personalmanagements auf und präsentiert aktuelle wissenschaftliche Erkenntnisse sowie Implikationen und Perspektiven für die Praxis. Internationales Personalmanagement zeichnet sich durch erhöhte Komplexität und vielschichtige Herausforderungen aus, da sich die unternehmerische Tätigkeit auf zwei oder mehr Länder erstreckt. Es gilt unterschiedliche rechtliche Regelungen, kulturspezifische Besonderheiten und Erfordernisse verschiedener MitarbeiterInnengruppen zu berücksichtigen. Darüber hinaus verändert ein erweitertes Aufgabenspektrum die Rolle von HR und erfordert neue Kompetenzen. Als strategischer Partner leistet HR somit einen wesentlichen Beitrag zum Unternehmenserfolg. Die AutorInnen der Beiträge werfen einen kritischen Blick auf die Aufgaben, neuen Rollen und alternativen Ansätze im Personalmanagement. Der Inhalt HRM im internationalen Kontext: Fragen - He rausforderungen - Chancen Internationale Perspektiven auf Veränderungen in Organisationen Internationale Perspektiven auf Diversity Internationale Perspektiven auf Leadership Internationale Perspektiven auf Lernen und Kompetenzentwicklung Internationale Perspektiven auf Karrieremanagement Die Herausgeberinnen Barbara Covarrubias Venegas ist Researcher am Institut für Personal & Organisation der FHWien der WKW und leitete von 2014-2016 das von der Stadt Wien geförderte Forschungs- und Lehrteam HRPROGRESS. Julia Domnanovich, MA ist Research Associate am Center for Corporate Governance and Business Ethics (CGBE). Sie war Research Assistant am Institut für Personal & Organisation der FHWien der WKW. Katharina Thill war Research Associate am Institut für Personal & Organisation der FHWien der WKW und Dozentin und Projektmanagerin an der Pädagogischen Universität Wolgograd (Russland)

How can (aging) individual employees continue to grow as persons, on the one hand, and contribute to their employing organizations in meaningful ways, on the other hand? In this article, we set out to study how two important instruments of human resource management—age climate and the offering of developmental measures—may help. We use path modeling to investigate the research model based on data of 208 respondents of both rural and urban regions in Austria. The results indicate that a positive organizational age climate has a positive influence on the offering of developmental measures and, subsequently, on employees' employability. We emphasize the importance of facilitating developmental measures for staff of all ages, as well as the necessity to address the organizational age climate to successfully tackle the challenges of demographic change.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.