Enable work-life balance with life-phase-oriented HR Management at the German Federal Employment Agency- Bundesagentur für Arbeit

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1 ESF Age Network: Mutual Learning Seminar, 19./20. September 2011 Ghent, Belgium Enable work-life balance with life-phase-oriented HR Management at the German Federal Employment Agency- Bundesagentur für Arbeit

2 Integrated approach of BA to be an innovative and attractive employer The challenges Demographic change and the extension of working life Promoting and securing employability and motivation Staff getting older and more diverse The BA s response to these challenges: An integrated HR Management Diversity Management Life-phase-oriented HR policy Corporate Health Management Repeatedly awarded with the Total E-Quality rating Diploma at the European Public Sector Award 1

3 Taking guidance from life-cycle phases: Our Model for de-stressing the rush hour of life Goal: securing employability, promoting and securing motivation and job satisfaction 1. Phase 2. Phase 3. Phase 4. Phase Pre-School School College Career start Marriage/family Rush hour of life Restarting career Professional development (horizontal/vertical) Returning after childrearing phase Elder Care - providing services Active retirement Alternate telework and mobile working, part-time, organisation service for children and care, longterm working time accounts in support of worklife-balance In planning: concept for know-how transfer before retirement Company Health Management Know-how development and transfer / lifelong learning Psychological contract: The psychological contract between employee and employer depends among others on the individual s life phase. Considering the expectations resulting from the individual life phase essentially contributes to the employee s motivation and commitment. 2

4 Life-phase-oriented HR policy at the BA 2nd phase 2nd phase: compatibility of work and private life Dialogue-based management tools (LEDi) considering personal career and life plans for the different age groups Analysis and promotion of potential within HR development Modular skills development Three-phase concept for return to work Organization service for children and care (OKiP) Skills development with Care/childcare (including services for women/men returning to work) Flexible working hours / part-time / long-term in working time accounts Alternate teleworking / mobile working Training on part-time basis Mobility offers (also for partners) Counseling for re-entry into working life Promotion and support of networking Rush hour of life Promoting and strengthening personal responsibility Work-Life-Balance as non-material performance incentive Employer branding 3

5 The holistic approach in the BA s company health management 4

6 Motivate employees, recognize and tap potentials as one of the BA s business goals Strategic framework to promote motivation Competence-based HR development/managing competencies Performance and development interviews Leadership appraisals Program for leadership development Management by objectives Quality management Immaterial performance motivators Interesting job Recognition Taking competences and interests into consideration Individual development Work-Life-Balance Application based on individual motivation Psychological contract Life-phase-oriented HR policy Diversity Management Equal opportunities / Gender Mainstreaming Corporate Health Management Flexible working time and ways of work organization Employee suggestion system 5

7 HR policy and its contribution to influencing employee motivation results of an employee survey at BA 3. Health Management 2. Management Psychological contract (Quality of mutual relationship How do we treat each other) +24% +20% Reduction of perceived stress +20% +42% +59% +5% +11% +8% +3% +12% +5% Motivating employees Enthusiasm Job satisfaction Commitment Utilization of competences / worklife balance 1. Diversity Management Basic: Gradual regression under statistical control of sex, age, duration of affiliation, n>= 748. Values: Delta R² (additionally explained variance at the target variable in percent). 6

8 Appendix: Results of a representative on-line employee survey in 2010 Work-life balance at the German BA with a participation of employees

9 Flexible work arrangements are the most important offers for a better work-life balance Welche Angebote zur Vereinbarkeit von Beruf und Familie/ Privatleben sind hinsichtlich der persönlichen Bedürfnisse bedeutsam? total management 8

10 The family phase can be shortened by teleworking and organization service of children and care Telearbeit trägt dazu bei, nach der Familienphase früher an den Arbeitsplatz zurückzukehren. OKiP kann dazu beitragen, nach einer Familienphase eher an den Arbeitsplatz zurückzukehren. 9

11 26% of the employees have a family member in need of care or expect these in foreseeable time total Haben Sie pflegebedürftige Angehörige oder erwarten Sie in absehbarer Zeit den Fall pflegebedürftiger Angehöriger, deren Betreuung Sie übernehmen? 51 year and older Verteilung in Prozent 10

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