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By Simone Janson (More) • Last updated on October 02.11.2011, XNUMX • First published on 02.11.2011/XNUMX/XNUMX • So far 5856 readers, 2487 social media shares Likes & Reviews (5 / 5) • Read & write comments
The issue of a shortage of skilled workers, which was also featured on Best of HR - Berufebilder.de® has been hotly debated, is always the subject of heated polemics. All the more surprising for me was a differentiated panel discussion on the topic, which answered the question “skills shortage or not” with a decided “yes and no”. Illuminating results.
Fuore cares for the time Professor Dr. Gerd Bosbach from the Rhein-Ahr-Campus in Remagen with his book "Lies with numbers: How we are manipulated with statistics" in which he explains the statistical lies of our Society takes aim. The figures circulating in the media, such as the 6,5 million shortage of skilled workers by 2025, are just coffee grounds reading.
I had therefore expected a correspondingly polemical discussion at the panel discussion “Das Story from the shortage of skilled workers?" on the occasion of the 2012 Personnel Recruitment Conference Future in the center last week in Berlin. And then I was pleasantly surprised.
So Bosbach advocated simply differentiating what is actually meant by skilled workers: that is a very flexible one Term, whose Definition oscillates somewhere between a doctor and a bakery saleswoman and who is therefore defined in the way that suits him.
Is there a shortage of skilled labor in Germany? It discussed (from left to right) Dr. Karl Brenke from the DIW, Malte Hansen from the Bund der Personalmanager, Antje Rabenalt from Zukunft im Zentrum and Professor Dr. Gerd Bosbach from the Rhein-Ahr-Campus.
At all, one should always distinguish between absolute and relative numbers and, in the case of statistics, prefer to find what is meaningful and what is not. And do not rely on the interpretations of others!
This is exactly what leads to the misunderstanding of a general shortage of skilled workers. According to Bosbach, however, he is in a few less attractive ones Industries and regions definitely exist. Very few people want to be a sewage specialist.
There would have to, suggested Professor before that Company then specify exactly who or what they are looking for. And then just lure with very good conditions such as permanent contracts or targeted training measures - so far break the training company not exactly because of excessive demand together.
And also, for example, be open to secondary school students, who then have to be made fit for the job in appropriate further training measures, including individual support. As Bosbach knew from his own experience with further training measures, that was a great thing successfully.
And small companies that cannot support the technological change would have a reasonable chance at all Candidate a DAK Bungalow.
That was the crux of the matter, on which one could agree during the discussion: that above all smaller and very specialized companies are affected by the shortage of skilled workers - and moderator Antje Rabenalt also had a whole series of examples of committed entrepreneurs ready who, despite high personal Use no suitable Employees can afford - and they simply do that Money lack of hiring someone for HR work.
But she also brought with her the counter-example of an engineer who had done all sorts of jobs for 15 years, just not his Job worked - and who had therefore received a wide variety of rejections over the course of time:
Overqualified, under-qualified, too old, too little professional experience. He could not be present himself: he had just finally found a job.
The real provocateur this evening was Dr. Karl Brenke from the DIW, who already published his study last year on the shortage of skilled workerslie caused a stir. And Brenke saw the dilemma of smaller companies mainly in the insufficient personnel work or in human weaknesses the snoring innkeeper – a statement made for fierce Criticism im Audience worried.
In addition, over the past 20 years, companies have simply been too spoiled by the job market, which has only allowed them to find people who are 150% a match. Perhaps, says Brenke, companies just have to get used to the fact that it only fits 90 or 80 percent and then they still do to qualify must.
HR would have to be more flexible. In general, rigid thinking is the problem in Germany: In other countries, companies react much more flexibly to a situation despite higher work levels. It is therefore no wonder that many skilled workers emigrated to Scandinavia or Switzerland.
In addition, there are already many foreign specialists in Germany, but their degrees are not recognized and therefore work in unskilled jobs. Here, too, companies should become more open-minded.
Another problem for Brenke: This is also under highly qualified spreading temporary work. Companies that want to get cheap labor in this way therefore do not give any further training.
Malte Hansen of the Personnel Managers (BPM) had little to compare. From the point of view of his association, he has already noted a shortage in some regions and professions. But he really could not refute the presented arguments. The picture was differentiated.
He dismissed the allegation that the companies were too comfortable: companies would never be used to finding 150% suitable employees - at most 110%. Hansen also spoke out against open-ended contracts: it had to be possible for the company to get to know its employees for two years.
And Hansen also spoke out against opening up companies to unqualified workers - it couldn't do that Objective be that Vocational Training to make even worse. He reiterated that companies were also looking for engineers. Nevertheless, no one from the Association of German Engineers wanted to take part in the discussion.
After all, it was also for Hansen clearthat companies have to move. In the end, the companies were left with two ways: On the one hand, spending a lot of money in order to get exactly the right specialists. But that would also come Problems such as regionality and mobility. "The specific challenges depend on the company, location and person."
Or in the respective employees too invest, but pay less for it. A path that small companies probably take, because, according to Hansen, the big ones don't necessarily do the best human resources work.
The all-encompassing question of whether the shortage of skilled workers is a fairy tale or not could only be answered with a hearty yes. After all, it is ultimately about a differentiated view of the respective industry, region, situation and location. When magic words and reality come together, that's what it's called message "Look carefully, it's all connected."
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
Time is getting tighter and better in today's hectic daily work routine. Here your page really helps with a lot of information.
As a medium-sized magazine reports: “Every fourth company cannot fill vacancies for two months or longer due to a lack of suitable workers. Employer attractiveness and the compatibility of family and work are becoming more and more important. " Employers should offer more. Source: http://www.marktundmittelstand.de/nachrichten/strategie-personal/fachkraeftemangel-keine-entwarnung-fuer-2014/
Thanks for the note, I'll look at me. For an ARD broadcast on the subject, incidentally, interview partners, ie ingnieurs, are sought, who can say or want to say something on the subject.
[...] became BERUFEBILDER. DE has been discussed quite often - and also in a panel discussion Professor Dr. Gerd Bosbach and Dr. Karl Brenke from DIW joined the [...]
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In this article I find the most diverse aspects:
Dr. Karl Brenke sees "the dilemma of smaller companies primarily in the inadequate human resources work or in the human weaknesses of the snoring owners." Let's be honest. Do you only know entrepreneurs where the opposite is true? I don't see any difference between small and large companies - there are always such and such.
He continued to speak of spoiled companies that had been easy on the labor market of recent years and found employees who were 150 percent in the picture. Read times. What are the companies looking for: completed studies, professional experience, excellent English skills, project experience, above-average commitment, competences, competences, competences. Sure, the companies want it, because it saves time and money. I think, however, that a rethinking must take place in the longer term. We will also go new ways in the personnel selection.
I also think that the training and further education of secondary school leavers is a step in the right direction. Because these are often people who had a particularly difficult time, be it because of their social environment or other reasons that I don't want to discuss now. Of course, they cost time and money, but they will thank the companies and be loyal and willing employees (if we do it right). I am of course aware that there are limits to the use of some ...
To take permanent contracts of employment as an attractant, but I feel unprofessional. After all, it is indispensable to get to know people first and we probably all know from experience that two years are not always enough. Conclusion: Personnel must face the new conditions of the labor market, allow unused opportunities in the mind and then actively implement them. In this way, the companies ultimately and top-notch act responsibly. Because now everyone gets their chance and can no longer speak of professional defenses.
Hi all,
I see fixed-term employment contracts a little more differentiated. Selling contracts with a term of two years or even more with the title of an "extended trial period" is a bit critical to me. There are certainly many project-related positions that make it difficult to advertise a position for an indefinite period of time, although employers should also be more flexible here. But I do not speak / write of these cases now.
When we talk about taking better care of employees - both before and after the conclusion of the employment contract -, in my opinion, it also includes dealing with the employees; and that in the first six months. Half a year is less than two years and I know employees much better after two years than after only half a year. But thought the other way around: if, as an employer or as a supervisor, after six months I am unable to say whether I want to employ the employee for an unlimited period, I will probably not become one after two years more certain statement come. Those who really care about their employees from the start will know enough about them after six months.
Hello Mr. Stolarczyk,
thank you for the detailed comment. I am entirely of your opinion, only gave the quote again. I also wonder why a company needs to get to know an applicant for two years. I think 6 months should be quite sufficient for this. The statement I found therefore also quite unhappy.
Hello Sylvana,
Thank you for the detailed and differentiated comment - especially on the aspects of the secondary school leaving certificate and fixed-term employment contracts!
Simone Janson
Discussion about the shortage of skilled workers in Germany: is it there? A hearted "yes"! »Simone Janson» via @SimoneJanson
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Discussion of the question: Does it exist? A courageous "Jein"! via @SimoneJanson
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