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REGROW - 'Recruiting the Young Generation Workforce: Innovative HR Management'

E-BookEPUBePub WasserzeichenE-Book
296 Seiten
Englisch
Books on Demanderschienen am23.05.20231. Auflage
ABOUT THIS PUBLICATION In many EU countries there is a severe shortage of young skilled workers, especially in SMEs, which has a negative impact on their growth prospects and competitiveness. Even countries such as Germany, with its dual vocational training system, which has traditional strengths in attracting young talent, are having increasing difficulties in meeting the shortage of young skilled workers. There is a need of renewing the HR-Management in many SMEs to better attract and integrate young talent and to provide owners and employees with the necessary knowledge and skills. This project has collected best practices and developed a SME centred HR-concept including digital models, as well as various training programmes with different measures for SME managers leading to the implementation of a modern and holistic human resource management. Vocational Training Providers are equipped with the necessary materials and training programs to qualify their staff and SMEs and their employees in their sphere of influence. This publication contains the relevant curricula, application notes and experiences as a result of the project REGROW with the following partners: Hanse-Parlament (DE), Berufsakademie Hamburg (DE), Chamber of Crafts Opole (PL), Chamber of Crafts Poznan(PL), Estonian Chamber of Commerce and Industry (EE), IBC International Business College Kolding (DK) and Arbeit und Zukunft e.V. (DE).mehr
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Produkt

KlappentextABOUT THIS PUBLICATION In many EU countries there is a severe shortage of young skilled workers, especially in SMEs, which has a negative impact on their growth prospects and competitiveness. Even countries such as Germany, with its dual vocational training system, which has traditional strengths in attracting young talent, are having increasing difficulties in meeting the shortage of young skilled workers. There is a need of renewing the HR-Management in many SMEs to better attract and integrate young talent and to provide owners and employees with the necessary knowledge and skills. This project has collected best practices and developed a SME centred HR-concept including digital models, as well as various training programmes with different measures for SME managers leading to the implementation of a modern and holistic human resource management. Vocational Training Providers are equipped with the necessary materials and training programs to qualify their staff and SMEs and their employees in their sphere of influence. This publication contains the relevant curricula, application notes and experiences as a result of the project REGROW with the following partners: Hanse-Parlament (DE), Berufsakademie Hamburg (DE), Chamber of Crafts Opole (PL), Chamber of Crafts Poznan(PL), Estonian Chamber of Commerce and Industry (EE), IBC International Business College Kolding (DK) and Arbeit und Zukunft e.V. (DE).
Details
Weitere ISBN/GTIN9783757838980
ProduktartE-Book
EinbandartE-Book
FormatEPUB
Format HinweisePub Wasserzeichen
Erscheinungsjahr2023
Erscheinungsdatum23.05.2023
Auflage1. Auflage
Seiten296 Seiten
SpracheEnglisch
Artikel-Nr.11767222
Rubriken
Genre9200

Inhalt/Kritik

Leseprobe

1 | Introduction: The importance of innovative HR-Management for SMEs in the European Union
1.1 | Why do KMU need to implement innovative HR-Management?

In many EU countries there is a severe shortage of young skilled workers, especially in SMEs. This has a negative impact on the growth prospects and competitiveness of SMEs. Even countries such as Germany, with its dual vocational training system, which has traditional strengths in attracting young talent, are having increasing difficulties in meeting the shortage of young skilled workers. At the same time, many SMEs also have problems integrating the new recruits they have acquired into the company properly and building a relationship based on mutual satisfaction. The fact that this is increasingly not achieved on both sides is shown by both surveys on employee satisfaction and employer surveys. The high prevalence of mental illness, such as burnout and depression among young people, which is the reason for 50% of all dismissals in Millennials and 75% in Generation Z, is also worrying. The overall aim of this project is to improve the situation described above, taking into account both the employer and the employee side.

In the past, it was often enough for SMEs to entrust an employee or the owner with payroll and vacation planning, and HR management was complete. However, since the struggle for skilled workers is becoming increasingly intense, SMEs in particular need to make their HR management more strategic and future-oriented with regard to the needs of Millennials and Generation Z. They often lack the necessary know-how for this. Our vocational training measures develop this know-how and bring it into the companies by providing owners and managers with intensive professional training. The special focus here is on the holistic orientation of human resources management. SME entrepreneurs and managers are to learn how they can better reach the representatives of the Millennials and Generation Z generation in terms of human resources management and how they can better satisfy them personally. At the same time, better understanding between the representatives of the generations is a central concern and content of the educational measures. This includes intergenerational cooperation and understanding in the company, in addition to reconciling employees' competencies and ideas about life with the company's goals. In this way, conflicts in companies are actively prevented and a contribution is made to one of the major current social challenges. In addition, the project aims to provide SMEs with the tailor-made modern tools that have been lacking in many cases up to now and that are indispensable for the realization of effective, modern human resources management. SME consultants and teachers will be enabled in the project to qualify and advise SMEs accordingly.

The project is carried out by 6 partners from Germany, Poland, Denmark and Estonia. The internationally active Lead Partner is particularly experienced in the training and support of SMEs as well as in the implementation of complex educational projects. Partners are one NGO, two experienced vocational education centres and three chambers, which are responsible for vocational education and operate own inter-company training centres.
1.2 | Objectives and Outputs

An improvement in competences is only possible if the educational institutions and the teachers and trainers working there have a specialisation and deep knowledge of innovative HR-Management and its required training. Such specialisation with comprehensive, up-to-date knowledge is also a decisive prerequisite for being a training partner for SMEs and for realizing an intensive and successful cooperation between businesses, especially SMEs, and vocational education providers.

For this reason, extensive research on the status quo, the needs and the challenges of SMEs in implementing innovative HR-Management practices and recruiting young professionals builds the foundation of a concept, specifically designed to fulfil the needs of SMEs in renewing their HR-Management. This research and the resulting concept are also the basis for educational training. Another objective is to support SMEs in their recruiting efforts by developing a method that allows to include personal competencies and ideas about life of the employees and applicants and to set them in context with company goals. This helps to support a holistic personnel management in SMEs and is strengthening the position of SMEs and young applicants on the job market.

This knowledge can only be transported to the SMEs by qualified staff through highquality further education trainings. The qualification of business support organization s staff is another key objective of this project and builds the foundation of the two other fundamental further education programs of this project as there are the HR-Management training for SMEs and the Mentoring Training for SMEs. The development, in close cooperation with representatives of higher education institutions and business support organizations, to include both, the academic side and the business side, in these further education programs has proofed its value through various implementations in different European countries. Resulting not only in transferable holistic training programs and learning and teaching materials, but also in numerous reports of successful implementations and improvements in SMEs HR-Management systems already through the duration of this project.

Output 1 Digitalization concept to support human resources management

The digitization concept for HR management in SMEs is the first intellectual output (IO) of this project. It includes analysis and preparation of best practices on modern HR management and the use of digital technologies. Furthermore, a clear and target group-oriented presentation of human resource management digitalization potentials in SMEs with information and application notes on digitalization elements, based on the latest research in the field of digital technologies in the human resource management of SMEs. As well as tools and a holistic concept for a new modern human resource management in SMEs with usage instructions and guides. The results of this output are extremely relevant for all further IOs, as they will always refer to the elaborated basics of this IO.

First, a status analysis of widespread human resource management approaches in SMEs will be conducted. This will be based on a survey of owners and managers on the design of their human resource management. Existing needs assessments by researchers and affiliated research institutions will also be included in the needs analysis. Finally, a separate problem analysis of widespread human resource management approaches in SMEs will be conducted, which is essential to highlight the actual need. Various digitalization elements of the latest generation are mentioned. In particular, the use of software and modern communication tools is addressed. Furthermore, the formulated strategy for the digitalization of HR management in SMEs is also highly innovative. All contents are based on the latest research on modern human resource management systems in SMEs.

This IO provides the conceptual basis for more modern HR management in SMEs. The developed tools, digital concepts and best practices are used in continuing education programs, increase their attractiveness and quality and make them an important SME promotion and transferred to SMEs and implemented there, so that modern human resource management in SMEs is realized. The concepts provide SME owners and managers with a sound decision-making basis for changes in their human resources management. The modernization effects relate to better recruitment of skilled workers, promotion of health and job satisfaction, and the associated strengthening of the productivity and competitiveness of SMEs.

Output 2 Toolbox to identify personal competences and life aspirations and compare them with corporate goals

Within the framework of this IO, a toolbox was developed consisting of different tools to identify personal competences, skills and life aspirations on the one hand and company goals and conditions on the other. These tools are designed in such a way that they can be used by career starters, trainees and students as well as by more experienced workers. To this end, various scientific approaches, such as the Big 5 personality traits, ability tests based on assessment centres and also the personal, social and methodological competences developed will be incorporated into the design of the tools. At the same time, the existing personal contacts of all project partners will be used to incorporate further experience from theory and practice into the design of the tools. Based on this, another tool will be created to match personal competences and life expectations with company goals and required competences. On the one hand, this is intended to improve the matchmaking skills of SMEs and, on the other hand, to ensure the personal development and professional satisfaction of each participant.

It has already been identified that many SMEs do not have access to the systems and processes of large companies for individual competence and skill identification. From this, we have identified a need for freely accessible tools specifically geared to SME needs, which we will develop in order to compensate for the disadvantage of SMEs in comparison with large companies on the one hand, and on the other hand to also give employees of SMEs the same opportunities for competence and skills assessment as employees of large companies have. The needs analysis will also include an evaluation...
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