Recruitment of Skilled Employees and Workforce Development in Germany : Practices, Challenges, and Strategies for the Future
Recruitment of Skilled Employees and Workforce Development in Germany : Practices, Challenges, and Strategies for the Future
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2014
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Workforce Development : Strategies and Practices / Short, Tom et al. (ed.). - Singapore : Springer, 2014. - pp. 281-301. - ISBN 78-981-287-067-4
Abstract
This chapter focuses on workforce development in the German context.
Two issues are relevant: the fi rst one deals with the links between the standard form
of initial VET, that is, the dual apprenticeship system, and formalised further training,
which in its various facets has a major function in the German context when it
comes to career building, but also to establishing a craft business. Second, companies
in Germany, as in other countries, use internal schemes of personnel development
and further training to maintain their workforces both in quantitative and
qualitative terms. A crucial challenge currently seems to be demographic change,
and the way companies try to cope with his challenge has led to new forms of incompany
personnel development that were unknown in the past. Both aspects are
discussed in this chapter.
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330 Economics
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DEISSINGER, Thomas, Kathrin HUBER, 2014. Recruitment of Skilled Employees and Workforce Development in Germany : Practices, Challenges, and Strategies for the Future. In: SHORT, Tom, ed. and others. Workforce Development : Strategies and Practices. Singapore:Springer, pp. 281-301. ISBN 78-981-287-067-4. Available under: doi: 10.1007/978-981-287-068-1_17BibTex
@incollection{Deiinger2014Recru-29411, year={2014}, doi={10.1007/978-981-287-068-1_17}, title={Recruitment of Skilled Employees and Workforce Development in Germany : Practices, Challenges, and Strategies for the Future}, isbn={78-981-287-067-4}, publisher={Springer}, address={Singapore}, booktitle={Workforce Development : Strategies and Practices}, pages={281--301}, editor={Short, Tom}, author={Deißinger, Thomas and Huber, Kathrin} }
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 Two issues are relevant: the fi rst one deals with the links between the standard form
 of initial VET, that is, the dual apprenticeship system, and formalised further training,
 which in its various facets has a major function in the German context when it
 comes to career building, but also to establishing a craft business. Second, companies
 in Germany, as in other countries, use internal schemes of personnel development
 and further training to maintain their workforces both in quantitative and
 qualitative terms. A crucial challenge currently seems to be demographic change,
 and the way companies try to cope with his challenge has led to new forms of incompany
 personnel development that were unknown in the past. Both aspects are
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