Human resources policy faces major challenges
In addition to current crises such as the Corona pandemic or the Russian war of aggression in Ukraine, these include longer-term changes such as demographic change, decarbonisation and digitalisation.
Structural change leads to a need for action at company level, e.g. with regard to qualification. An increasing shortage of labour and skilled workers is making it more difficult to find suitable staff and to retain them in the company. The demands that employees place on companies are changing and becoming more diverse. Employees appreciate the good working conditions in German companies - a good HR policy can ensure that this remains the case in the face of new challenges. In addition, there are the opportunities of digitalisation, which have experienced a boost in the Corona pandemic, particularly in the area of mobile working, and which are supported by HR departments through suitable framework conditions and further training opportunities.
Companies in Germany are attractive employers
The success of companies' human resources policies is reflected, among other things, in good working conditions and employee satisfaction. German companies traditionally perform well in this area - also in international comparison.
Personnel policy acts in the face of demographic change
Demographically sound HR policies, talent management, a conscious approach to diversity and an increasing focus on life phases, including the reconciliation of private and professional life, are effective responses to an ageing society and a declining labour force. For example, mixed-age teams, the transfer of experience and the promotion of health in the workplace have long been an integral part of company personnel policy, and not only in large companies. Small and medium-sized enterprises in particular are often convincing with innovative personnel policy concepts and keep their employees in employment for a long time.
Human resources policy exploits the opportunities of digitalization
For many employees, mobile working has become an important tool in reconciling life spheres, in which commuting times can be saved and work can be scheduled more flexibly. Companies are therefore also enabling mobile working where it is possible and makes sense, without the need for a legal entitlement to do so. However, in order to fully exploit the benefits of mobile working, modern working time legislation with flexible working hours is needed. For managers, this means reconciling requests for flexibility in terms of location and time with operational requirements. For example, innovation and team cohesion are inconceivable without regular personal contact. At the same time, approaches to flexibilization and agile working approaches must be developed for activities that cannot be performed on a mobile basis. In this way, a split in the workforce can be prevented.
The support of HR work through HR Tech applications is still in its infancy in some cases. The potential for automating routine work and improving the quality of decisions through data analysis is great. Here, overregulation such as that threatening AI applications in HR management at the European level threatens to nip innovations in the bud.