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Aging Workforces and Challenges to Human Resource Management in German Firms

  • Uschi Backes-Gellner

    ()

    (Institute for Strategy and Business Economics, University of Zurich)

  • Stephan Veen

    ()

    (Institute for Strategy and Business Economics, University of Zurich)

The aim of this paper is to provide an overview of the main challenges imposed by demographic change on the human resource management (HRM) policies of German companies. Although many more aspects of business are affected by demographic change, such as changes in consumption or in savings and investment and therefore in capital costs, we concentrate on changes in personnel policies prompted by an aging workforce. We cover a wide range of HRM policies, starting with recruitment problems, moving on to training issues, wages and incentives, and end with problems concerning innovation and technological change.

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File URL: http://repec.business.uzh.ch/RePEc/iso/ISU_WPS/79_ISU_full.pdf
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Paper provided by University of Zurich, Institute for Strategy and Business Economics (ISU) in its series Working Papers with number 0079.

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Length: 18 pages
Date of creation: Dec 2007
Date of revision:
Handle: RePEc:iso:wpaper:0079
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  1. Alexandra Spitz-Oener, 2006. "Technical Change, Job Tasks, and Rising Educational Demands: Looking outside the Wage Structure," Journal of Labor Economics, University of Chicago Press, vol. 24(2), pages 235-270, April.
  2. Lazear, Edward P, 1979. "Why Is There Mandatory Retirement?," Journal of Political Economy, University of Chicago Press, vol. 87(6), pages 1261-84, December.
  3. Benoit Dostie, 2006. "Wages, Productivity and Aging," Cahiers de recherche 06-15, HEC Montréal, Institut d'économie appliquée.
  4. Weinberg, Bruce A., 2004. "Experience and Technology Adoption," IZA Discussion Papers 1051, Institute for the Study of Labor (IZA).
  5. Spitz, Alexandra, 2005. "The Effects of Changes in the Unemployment Compensation System on the Adoption of IT by Older Workers," ZEW Discussion Papers 05-40, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.
  6. Judith Hellerstein & David Neumark, 2004. "Production Function and Wage Equation Estimation with Heterogenous Labor: Evidence from a New Matched Employer-Employee Dataset," Working Papers 04-05, Center for Economic Studies, U.S. Census Bureau.
  7. Patrick Aubert & Eve Caroli & Muriel Roger, 2006. "New technologies, organisation and age: firm-level evidence," Economic Journal, Royal Economic Society, vol. 116(509), pages F73-F93, 02.
  8. repec:iab:iabzaf:v:37:i:1:p:53-63 is not listed on IDEAS
  9. Borghans,Lex & Weel,Bas,ter, 2002. "Do Older Workers Have More Trouble Using a Computer Than Younger Workers?," ROA Research Memorandum 003, Maastricht University, Research Centre for Education and the Labour Market (ROA).
  10. Hutchens, Robert M, 1989. "Seniority, Wages and Productivity: A Turbulent Decade," Journal of Economic Perspectives, American Economic Association, vol. 3(4), pages 49-64, Fall.
  11. Schneider, Hilmar & Stein, Dieter, 2006. "Report No. 6: Personalpolitische Strategien deutscher Unternehmen zur Bewältigung demografisch bedingter Rekrutierungsengpässe bei Führungskräften," IZA Research Reports 6, Institute for the Study of Labor (IZA).
  12. Rebick Marcus E., 1995. "Rewards in the Afterlife: Late Career Job Placements as Incentives in the Japanese Firm," Journal of the Japanese and International Economies, Elsevier, vol. 9(1), pages 1-28, March.
  13. Steven Stern & Petra Todd, 2000. "A Test Of Lazear’S Mandatory Retirement Model," Virginia Economics Online Papers 391, University of Virginia, Department of Economics.
  14. Boyan Jovanovic & Chung-Yi Tse, 2006. "Creative Destruction in Industries," NBER Working Papers 12520, National Bureau of Economic Research, Inc.
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