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Betriebliche Lebenslaufpolitik in ostdeutschen Unternehmen (Company career policy in eastern German establishments)

Author

Listed:
  • Struck, Olaf

Abstract

"Company career policy is directed towards the organisation of transitions in working life. Taking into consideration its context, i.e. its legal, economic and (organisation-related) demographic conditions, it is possible to obtain meaningful statements regarding opportunities and risks on the labour market. The transition policy of those responsible for personnel matters in eastern Germany is restricted to narrow entrance paths of new entrants to the workforce, permanent employment relationships of 'those remaining' and exit paths for older workers. In virtually all establishments the personnel policy is aimed at creating stable employment relationships for optimum utilisation of their (company-specific) qualifications. The more important it is for establishments that their employees remain with them for a long time, the more necessary it is to have staff with a balanced age structure, and for there to be a continuous course of careers within the company and a certain degree of intergenerational fluctuation. In a number of eastern German establishments, however, problems are being revealed in this respect. The transitionary policy of the time since reunification has led to frictions in the age structure, which are now making it more difficult to ensure that the desired level of qualifications and knowledge is maintained in the companies." (Author's abstract, IAB-Doku) ((en))

Suggested Citation

  • Struck, Olaf, 1999. "Betriebliche Lebenslaufpolitik in ostdeutschen Unternehmen (Company career policy in eastern German establishments)," Mitteilungen aus der Arbeitsmarkt- und Berufsforschung, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany], vol. 32(3), pages 315-330.
    • Handle: RePEc:iab:iabmit:v:32:i:3:p:315-330
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