audit berufundfamilie

Size: px
Start display at page:

Download "audit berufundfamilie"

Transcription

1 audit berufundfamilie How to make employees happy and companies successful Antje Leist berufundfamilie Service GmbH Helsinki, 9. September 2014

2 I Parameters for family-oriented HR- Policy in Germany II audit berufundfamilie as strategic management instrument III Certified companies investment and profit 2

3 I Parameters for family-conscious HR-policies in Germany Average age 45,7 years (2013) Average age of employees 43 years (2013) 71,5 % of women between the age of 20 and 64 are working (2013; 2002: 61,8%) 27,3% of all employees are working part time (2013; 46,1% of women; 11% of men) birth rate 1,36 (2012; 2002:1,34) Orig.: Destatis,

4 I Parameters for family-conscious HR-policies Quelle: Statistisches Bundesamt, 2011 About 20 million employees will retire until

5 I Parameters for family-conscious HR-policies Germany has the highest percentage of persons of age 65 and elder within Europe 2.4 million persons are today in need of elder care (2020: about 2,9 million) 70% of elder care is provided by relatives, 23% of which are working (50% of those work full-time) 2/3 of elder care is provided by women Quelle: Statistisches Bundesamt, Ältere Menschen in Deutschland und in der EU. 2011, S. 13 5

6 I Parameters for family-conscious HR-policies in Germany Paid family leave for max. 14 months after the birth of the child, an average 2 months taken by fathers Unpaid family leave until the child reaches the age of 3 with guaranteed workplace security (used only by 2% of the fathers) child care for under 3 or day care still insufficient Social divide between working moms and stay-at-home moms tax system favours single bread-winner models which results in a high percentage of women working part-time changes in family law, changing family patterns and rising divorce rates 50+ result in more women re-entering the workforce 6

7 I Reconciliation of work and family is a general issue in Germany today Quelle: ergo Kommunikation, Februar

8 I Increasing readiness to change jobs when better opportunities for work-family balance are offered Quelle: Familienfreundlichkeit Erfolgsfaktor für Arbeitgeberattraktivität ; Hg.: BMFSFJ / Erfolgsfaktor Familie (2011) 8

9 I Employers recognize the relevance 97% of employers believe, that family friendly HRpolicy makes employers more attractive 78% of employers plan to extend their family-oriented measures Quelle: Bundesministerium für Familie, Senioren, Frauen und Jugend / BPM

10 I Many companies offer individual solutions Zahlen einfügen 3b. 80% flexible work time models 51% mobile work 50% support for care givers 40% priority vacation planing for parents 33 % financial support for child care 33% paid leave for sick child 18% individual work-time arrangements Quelle: Forschungszentrum Familienbewusste Personalpolitik 2013; DIHK

11 I Certified employers take the lead company child care 2,4 29 further support of child care 15,1 46 part-time 79,2 97,3 job-sharing 20,4 51,7 (alterniating) telework staying in touch during parental leave 21,9 27,3 53,8 94 berufundfamilie ggmbh Unternehmensmonitor part-time during parental leave 60,5 89,5 support of nursing service / short-term care 8,9 44 particular activities towards fathers 16,2 47,9 household services 4,9 13, Unternehmensmonitor Familienfreundlichkeit 2010 (Hg.: BMFSFJ sowie vom Institut der deutschen Wirtschaft) verglichen mit zertifizierten Arbeitgebern (Unternehmen, Institutionen und Hochschulen) der berufundfamilie ggmbh Stand: Mai 2011 berufundfamilie ggmbh 11

12 I Parameters for family-oriented HR- Policy in Germany II audit berufundfamilie as strategic management instrument III Certified companies investment and profit 12

13 II The audit berufundfamilie has a strategic approach. It is a management instrument to structure, govern and develop the HR- Policy a defined process including consulting, knowledge transfer and support which defines the culture of a HR-Policy in order to reflect the requirements that different stages of life and forms of family have toward the workplace... a Certificate with annual external reporting... a recognized quality seal 13

14 II The audit-process in several steps preparation status quo survey strategy workshop (SW) auditing workshop (AW) objective agreement analysis of the key figures, structuring and systematization of the measures Top down: Strategic objective and definition of parameters Bottom up: Adequate and suitable measures Signed by CEO and implemented within 3 years assessment & certifiate 14

15 II One process scalable for all sizes 15

16 II The structure of the instrument follows classical HR-approaches 1. Working Time 2. Work Organisation 3. Work Location 4. Information and Communication 5. Leadership / management 6. Human Resource Development 7. Compensations and Benefits 7. Entgeltbestandteile und geldwerte Leistungen 8. Service for Families 16

17 II Sustainability through self-organization, external control and networking auditing certificate network implementation 17

18 II Work & family is more than just child care. Career stages & life phases Work & care Carreer & family Aging workforce Internationality Flexibility Retention succession HRdevelopment Health management Generation management Talent pools prospecting Tangible plan of action: objective agreement 18

19 II From Input to Output External consultation by berufundfamilie Self-organization by the company 19

20 I Parameters for family-oriented HR- Policy in Germany II audit berufundfamilie as strategic management instrument III Certified companies investment and profit 20

21 III Landmarks within the audit-network 535 companies : 25% of the Top 100 Companies in Germany 40% of the Top 30 Dax Companies in Germany 45% of the 20 largest insurance companies 50% of the 20 largest banks 370 public institutions, among those is the Federal Government 127 universities: 82 % of all universities in Germany with over students 8 of the 11 Elite-Universities ( ) 8 members of the TechU9 Stand: August

22 III Successful clients and happy families 22

23 III Investments of a HR-Policy which offers measures to reconcile work & family/life commitment, targets & enforcement from top leadership clear message & solutions for middle management measures for staff information & communication for the internal and external public 23

24 III Economic benefits of a HR-Policy which offers measures to reconcile work & family/life Family-friendly HR-policies current staff potential employee employee satisfaction employee retention prospecting quality of applicants pool of applicants motivation absenteeism Accumulation of human capital customer retention costs for prospecting and internal training costs for job vacancies productivity 24

25 III Value-orientation in HR-Policy pays off +25% familienbewusst - 25% familienbewusst Employee motivation Mitarbeitendenmotivation -17% 14% Employee productivity Mitarbeitendenproduktivität -10% 13% Quality of applications Qualität der Bewerber -14% 12% Customer retention Bindung von Kunde/Kundinnen -12% 10% Staff retention Mitarbeitendenverbundenheit -11% 9% Labour turnover rate Fluktuationsrate -4% 15% Staff vacancies Stellenbesetzungsdauer -9% 8% Rate of absence Fehlzeitenquote -12% 48% Krankheitsquote Sickness absence rate -22% 27% -30% -20% -10% 0% 10% 20% 30% 40% 50% 60% Discrepancy percentage from the average of companies which are 25 % more and 25 % less family conscious. (www.ffp-muenster.de, Münster und Berlin 2013) 25

26 Thank you very much for your attention. 26

27 berufundfamilie Service GmbH Hochstraße Frankfurt Telefon

Measures and solutions help the enterprise reach its corporate objectives

Measures and solutions help the enterprise reach its corporate objectives Definition/Origin The Workandfamily audit has its roots in the American family friendly index. The German berufundfamilie ggmbh developed the audit into what is called european work & family audit to ensure

More information

European Reconciliation Package

European Reconciliation Package European Reconciliation Package On the occasion of the public consultation of the European Commission on possible action addressing the challenges of work-life balance faced by working parents and caregivers,

More information

Ageing Workforce and Human Resource Management in German Companies

Ageing Workforce and Human Resource Management in German Companies Ageing Workforce and Human Resource Management in German Companies German-Japanese Conference Human Resource Management with Ageing Workforces, Cologne, September 15th, 2010 Dr. Hans-Peter Klös, Head of

More information

Demographic Trends in Germany and current challenges of Senior Citizen Policy

Demographic Trends in Germany and current challenges of Senior Citizen Policy 1 Women Federal Ministry and Youth for Demographic Trends in Germany and current challenges of Senior Citizen Policy Dr. Matthias von Schwanenflügel, LL.M.Eur. Head of Directorate General ASEM- Conference,

More information

GIIRS Emerging Market Assessment Resource Guide: Worker Benefits

GIIRS Emerging Market Assessment Resource Guide: Worker Benefits GIIRS Emerging Market Assessment Resource Guide: What s in this Guide? I. What are Employee Benefits? II. Types of Employee Benefits III. Importance of Benefits IV. Implementation V. Additional Resources

More information

Gender Diversity in Corporate Pakistan

Gender Diversity in Corporate Pakistan Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan

More information

Germany and Japan under Demographic Change

Germany and Japan under Demographic Change Germany and Japan under Demographic Change Prof. Dr. Thusnelda Tivig University of Rostock, Department Ageing of Individuals and Society (AGIS), and Rostock Center for the Study of Demographic Change Content

More information

ABCD. Balancing Beruf Career und Familie

ABCD. Balancing Beruf Career und Familie ABCD Familienfreundlich Family-friendly work Arbeiten environment bei Boehringer at Boehringer Ingelheim Ingelheim Balancing Beruf Career und Familie and Family im Einklang Foreword Foreword 4-5 Audit:

More information

Supporting Women in Leadership

Supporting Women in Leadership June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from

More information

Whole-life Approach to Prevention Culture

Whole-life Approach to Prevention Culture Whole-life Approach to Prevention Culture ILO-ISSA Conference on Challenges and Solutions in a Global Economy 29. October 2015, A&A Julia Flintrop, EU-OSHA Safety and health at work is everyone s concern.

More information

Employment in Poland 2012

Employment in Poland 2012 BRIEFING NOTE Employment in Poland 2012 1. Employment Cost 2. Legal System 3. Employer s obligations 4. Types of employment contract 5. Working time 6. Holiday 7. Sick pay 8. Parenthood rights 9. Mass

More information

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible

More information

WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE

WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE FACT SHEET WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE EUROPEAN TRADE UNION CONFEDERATION (ETUC) FACT SHEET WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE 01

More information

Dr. Anna Maria Schneider

Dr. Anna Maria Schneider Dr. Anna Maria Schneider Postdoctoral Researcher Faculty of Economics and Business Administration Humboldt Universität zu Berlin Rosenstraße 19 10178 Berlin, Germany anna maria.schneider[at]wiwi.hu berlin.de

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

E U R O P E A N E C O N O M I C A R E A

E U R O P E A N E C O N O M I C A R E A E U R O P E A N E C O N O M I C A R E A S T A N D I N G C O M M I T T E E O F T H E E F T A S T A T E S 22 February 2016 SUBCOMMITTEE IV ON FLANKING AND HORIZONTAL POLICIES EEA EFTA Comment on possible

More information

WORKFORCE ENGAGEMENT. Workplace productivity will continue to be an issue for the business and is a key component of the transformation strategy.

WORKFORCE ENGAGEMENT. Workplace productivity will continue to be an issue for the business and is a key component of the transformation strategy. WORKFORCE ENGAGEMENT Toyota Australia is undergoing a whole of business transformation in order to create a sustainable future. The company is working with employees to ensure they understand the vital

More information

Gender-Equality in the Workplace: The Current Situation in six European Countries

Gender-Equality in the Workplace: The Current Situation in six European Countries International Conference Gender-Equality in the Workplace Athens, September 13th Gender-Equality in the Workplace: The Current Situation in six European Countries Kathinka Best, M.Sc. Research Assistant

More information

Equal Opportunities Audit and Other Gender-Related Activities Targeting Employers in the CZ. Nina Bosničová, Gender Studies, o.p.s.

Equal Opportunities Audit and Other Gender-Related Activities Targeting Employers in the CZ. Nina Bosničová, Gender Studies, o.p.s. Equal Opportunities Audit and Other Gender-Related Activities Targeting Employers in the CZ Nina Bosničová, Gender Studies, o.p.s. Gender Studies, o.p.s. Established in 1991 Cooperation with companies,

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

Workforce Planning. John Sunderland. Inspiring People Management. June 2006

Workforce Planning. John Sunderland. Inspiring People Management. June 2006 Workforce Planning John Sunderland Inspiring People Management June 2006 Workshop SCIE People Management website What is Workforce Planning? Workforce Planning and Development Forecasting Leavers Your

More information

ESF Pilot Programme Encouraging Youth in the Neighbourhood

ESF Pilot Programme Encouraging Youth in the Neighbourhood ESF Pilot Programme Encouraging Youth in the Neighbourhood Why this Programme? Unemployment rate U25 (by ILO standard) 2014: Germany: 7,7 % EU 28: 22,1 % (Eurostat 2015) BUT: In Germany, in 2013 46.295

More information

Human Resources Management Map

Human Resources Management Map Human Resources Map This map has been developed by november ag and is published under the Creative Commons Attribution-ShareAlike 3.0 Unported License. Version 1.1 / October 2012 november ag Human Resources

More information

Annual Workforce and Age Profile Report 2005-2006. As at 31 March 2006

Annual Workforce and Age Profile Report 2005-2006. As at 31 March 2006 Annual Workforce and Age Profile Report 2005-2006 As at 31 March 2006 Human Resources Unit July 2006 INTRODUCTION The human resource indicators in this report provide broad workforce data and analysis,

More information

Flexible Workplaces Practical Flexible Work Practices to Achieve a Work and Life Balance A Guide for Employers and Employees

Flexible Workplaces Practical Flexible Work Practices to Achieve a Work and Life Balance A Guide for Employers and Employees Flexible Workplaces Practical Flexible Work Practices to Achieve a Work and Life Balance A Guide for Employers and Employees Women Tasmania Department of Premier and Cabinet Flexible Workplaces / Hobart:

More information

27 30 October 2011 KAV - Belgium. Wanted: Gender proof systems of Social Security and Protection!

27 30 October 2011 KAV - Belgium. Wanted: Gender proof systems of Social Security and Protection! EBCA seminar London Marietje Van Wolputte 27 30 October 2011 KAV - Belgium Wanted: Gender proof systems of Social Security and Protection! 1 Introduction: The face of poverty is female. This is the case

More information

Employee Benefits Report 2014

Employee Benefits Report 2014 Employee Benefits Report 2014 Foreword Attraction, Retention, Motivation: from listening to our clients these are the three most common words used when discussing employees. And given that the war for

More information

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service Creating Tomorrow s Public Service May, 2009 A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service 1 The Role of Public Service Employees As professionals,

More information

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction.

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. TALENT MANAGEMENT Process Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

content Fresh thinking for decision makers

content Fresh thinking for decision makers Roland Berger Strategy Consultants content Fresh thinking for decision makers The current crisis may be over but one problem remains The lack of qualified staff Do you want to keep the right people in

More information

Quality Part-time Work

Quality Part-time Work flexible work arrngements Quality Part-time Work in case the study Retail SectoR project overview Part-time work is the most popular flexible work arrangement in Australia and is a major feature of retail

More information

Attraction and Retention: The Impact and Prevalence of Work-Life & Benefit Programs. research. A Research Report by WorldatWork October 2007

Attraction and Retention: The Impact and Prevalence of Work-Life & Benefit Programs. research. A Research Report by WorldatWork October 2007 Attraction and Retention: The and Prevalence of Work-Life & Benefit Programs research A Research Report by WorldatWork October 2007 About WorldatWork Media Contact: Marcia Rhodes 14040 N. rthsight Blvd.

More information

Self-Employment. How to set up as your own boss" Pia-Felicitas Homann Lüneburg-Wolfsburg Chamber of Industry and Commerce Office Celle

Self-Employment. How to set up as your own boss Pia-Felicitas Homann Lüneburg-Wolfsburg Chamber of Industry and Commerce Office Celle Self-Employment How to set up as your own boss" Lüneburg-Wolfsburg Chamber of Industry and Commerce Office Celle Content I II III IV Self-Employment: An Attractive Career Perspective Facts and Figures:

More information

CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST

CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Report of: Paper prepared by: Director of Patient Services/Chief Nurse Gill Heaton Director of Nursing (adults) Cheryl Lenney Date of paper:

More information

Trends in women s employment in Hungary, with a focus on women returning to the labour market after childbirth and maternity leave

Trends in women s employment in Hungary, with a focus on women returning to the labour market after childbirth and maternity leave 92 Trends in women s employment in Hungary, with a focus on women returning to the labour market after childbirth and maternity leave BENCSIK, ANDREA JUHÁSZ, TÍMEA Keywords: women s employment, family

More information

limelizard hr consulting - we are leading change

limelizard hr consulting - we are leading change limelizard hr consulting - we are leading change Content limelizard hr consulting Leading Change in dynamic environments Our Services 3 Our Mission Statement 5 Our Expertise 6 limelizard hr consulting

More information

DECENT WORK Ministry of Social Development ACTIVITIES DESCRIPTION LEAD CSF 1 ALLOCATION

DECENT WORK Ministry of Social Development ACTIVITIES DESCRIPTION LEAD CSF 1 ALLOCATION DECENT WORK Ministry of Social Development ACTIVITIES DESCRIPTION LEAD CSF 1 ALLOCATION Monitoring reports to A series of monitoring reports produced to analyse Ministry of Social Development 17, 18 estimate

More information

YOUR BENEFITS as an Employee of the City of High Point

YOUR BENEFITS as an Employee of the City of High Point YOUR BENEFITS as an Employee of the City of High Point This handbook is a brief outline of benefits available to employees of the City of High Point. It is not intended to constitute an expressed or implied

More information

The Drake Suite of Talent Management Solutions. Increasing the Return on your Human Capital Investment

The Drake Suite of Talent Management Solutions. Increasing the Return on your Human Capital Investment The Drake Suite of Talent Management Solutions Increasing the Return on your Human Capital Investment Increasing the Return on your Human Capital Investment An integrated and comprehensive approach to

More information

Flexible Work: Trends & Best Practices

Flexible Work: Trends & Best Practices 03 Flexible Work: Trends & Best Practices Introduction With the expanding number of dual-income households, emergence of a multi-generational workforce, prevalence of a diversity of family structures,

More information

The attraction, retention and advancement of women leaders:

The attraction, retention and advancement of women leaders: The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview

More information

WELLBEING IN OSRAM CZECH REPUBLIC LTD.

WELLBEING IN OSRAM CZECH REPUBLIC LTD. WELLBEING IN OSRAM CZECH REPUBLIC LTD. 1. Organisations involved Osram Czech Republic Ltd.,Zahradní 46, 792 01 Bruntál, Czech Republic 2. Description of the case 2.1. Introduction Osram is one of the two

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

The how to guide to employer-provided paid parental leave Adapting or introducing entitlements to complement the Government s Paid Parental Leave

The how to guide to employer-provided paid parental leave Adapting or introducing entitlements to complement the Government s Paid Parental Leave The how to guide to employer-provided paid parental leave Adapting or introducing entitlements to complement the Government s Paid Parental Leave scheme Introduction Employer-provided paid parental leave

More information

Workforce Diversity: The Fresh Face of Employment in Canada

Workforce Diversity: The Fresh Face of Employment in Canada Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving

More information

Shared Parental Leave: Nine Months and Counting Understanding employee attitudes to shared parental leave

Shared Parental Leave: Nine Months and Counting Understanding employee attitudes to shared parental leave Shared Parental Leave: Nine Months and Counting Understanding employee attitudes to shared parental leave * This PDF is best viewed and printed in landscape Introduction About the survey This report is

More information

CEB Corporate Leadership Council. The Analytics Era: Transforming HR s Impact on the Business

CEB Corporate Leadership Council. The Analytics Era: Transforming HR s Impact on the Business CEB Corporate Leadership Council The Analytics Era: Transforming HR s Impact on the Business The volume of data available to HR has increased exponentially across the past 30 years. AN EXPLOSION OF TALENT

More information

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland

More information

Introduction. Page 2 of 11

Introduction. Page 2 of 11 Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation

More information

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES BERLIN, 21 MAY 2015 Julia Howes Mercer Workforce Analytics & Planning A WORKFORCE TSUNAMI IS APPROACHING COPYRIGHT MERCER 2015 STRATEGIC

More information

Growing our Human Capital

Growing our Human Capital DECEMBER 2012 Growing our Human Capital ANNUAL REPORT TO CONGRESS Table of Contents 1. Introduction... 3 About the CFPB... 3 Purpose of this report... 3 Human Capital key strategies... 4 Recruitment and

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information

Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh

Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh Background and Objectives of the Study Survey Online survey conducted from

More information

Customizing Careers. The impact of a customized career

Customizing Careers. The impact of a customized career Customizing Careers The impact of a customized career Introduction The long-predicted talent gap is upon us. While many of today s business leaders typify the traditional workforce, the vast majority of

More information

Shifting the Paradigm of Succession Planning

Shifting the Paradigm of Succession Planning Shifting the Paradigm of Succession Planning Linda Callecod, Principle and Sr. Consultant; Seraphim Consulting and Training Solutions One of the very first principles I learned as a developing executive

More information

2013 Federal Employee Viewpoint Survey Interpretation of Results

2013 Federal Employee Viewpoint Survey Interpretation of Results Federal Employee Viewpoint Survey Interpretation of Results Interpretation of Results: OMB results on the Federal Employee Viewpoint Survey (FEVS) identify key strengths and current challenges facing the

More information

Diversity can also be opportunity. RWE Diversity Management

Diversity can also be opportunity. RWE Diversity Management Diversity can also be opportunity RWE Diversity Management Diversity Management 3 Preface 4 Having the energy to lead means we stay on top of current social, economic and environmental challenges. Our

More information

PROMOTION TO SUPPORT THE BALANCE BETWEEN WORK AND FAMILY LIFE. Some descriptions of this document are unofficial translation.

PROMOTION TO SUPPORT THE BALANCE BETWEEN WORK AND FAMILY LIFE. Some descriptions of this document are unofficial translation. PROMOTION TO SUPPORT THE BALANCE BETWEEN WORK AND FAMILY LIFE Some descriptions of this document are unofficial translation. Present conditions of work and family balance 1 Composition of mothers working

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

Office of Human Resources

Office of Human Resources Spring 2012 UCM Office of Human Resources Timesheets A Necessary Nuisance Whether you are an employee reporting time or a supervisor approving time sheets, it is important for you to understand what is

More information

gender roles & equality IN AGRIBUSINESS 2015 SURVEY HIGHLIGHTS WWW.AGCAREERS.COM AGCAREERS@AGCAREERS.COM

gender roles & equality IN AGRIBUSINESS 2015 SURVEY HIGHLIGHTS WWW.AGCAREERS.COM AGCAREERS@AGCAREERS.COM gender roles & equality IN AGRIBUSINESS 2015 SURVEY HIGHLIGHTS WWW.AGCAREERS.COM AGCAREERS@AGCAREERS.COM About this survey demographics AgCareers.com conducted the Gender Roles & Equality in Agribusiness

More information

14 March 2013 WORKPRO TOWARD PROGRESSIVE WORKPLACES

14 March 2013 WORKPRO TOWARD PROGRESSIVE WORKPLACES 14 March 2013 Helping Singaporeans Re-Join the Workforce and Employers Improve Progressive Workplace Practices WorkPro and Enterprise Training Support to start 1 April 2013 At the Ministry of Manpower

More information

The MetLife Juggling Act Study

The MetLife Juggling Act Study The MetLife Juggling Act Study Balancing Caregiving with Work and the Costs Involved Findings from a National Study by the National Alliance for Caregiving and the National Center on Women and Aging at

More information

Questions and Answers concerning innovative Human Resources Management

Questions and Answers concerning innovative Human Resources Management Questions and Answers concerning innovative Human Resources Management Shortage of Skilled Professionals and Managers, Demographic Changes, Social Media Within the context of my business objectives, what

More information

HELPING YOU GET ON WITH BUSINESS

HELPING YOU GET ON WITH BUSINESS HELPING YOU GET ON WITH BUSINESS We feel like Flex HR is a division of our company. They free us up to do what we do best Wendy Heath, Owner, Heath Construction HELPING YOU GET ON WITH BUSINESS A message

More information

Workplace flexibility strategy. A guide to building an organisation-wide approach to implementing and managing workplace flexibility

Workplace flexibility strategy. A guide to building an organisation-wide approach to implementing and managing workplace flexibility Workplace flexibility strategy A guide to building an organisation-wide approach to implementing and managing workplace flexibility Contents Section 1: introduction 3 A strategic approach to flexibility

More information

BECKER + PARTNER HR-MANAGEMENT CONSULTING

BECKER + PARTNER HR-MANAGEMENT CONSULTING BECKER + PARTNER HR-MANAGEMENT CONSULTING Recruiting of specialists, highly qualified experts and executives, General Managers, Executive Search Consulting, HR Consulting, HR Marketing and Strategy Consulting

More information

General Disclosures and Management Approach. Economic Performance

General Disclosures and Management Approach. Economic Performance Social Social 28 Social performance Boliden generates value by having top quality operations, processes and products. Employees who are skilled, committed and who accept personal responsibility are crucial.

More information

Career Management. Succession Planning. Dr. Oyewole O. Sarumi

Career Management. Succession Planning. Dr. Oyewole O. Sarumi Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development

More information

Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs

Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Introduction Engineers Australia s Women in Engineering National and Division Committees have been approached

More information

[1]http://ec.europa.eu/smart-regulation/roadmaps/docs/2015_just_xxx_maternity_leave.en.pdf

[1]http://ec.europa.eu/smart-regulation/roadmaps/docs/2015_just_xxx_maternity_leave.en.pdf 17 February 2016 MMM response to the EU consultation A new start to address the challenges of worklife balance faced by working families The purpose of this consultation: In August 2015, the Commission

More information

Strategic Vision Faculty and Staff Recruitment and Development

Strategic Vision Faculty and Staff Recruitment and Development Strategic Vision Faculty and Staff Recruitment and I. End Result: UAF engages in best practices in recruiting, hiring, evaluating, developing and promoting staff. Objective A: To implement regular staff

More information

Human Resources Department 203.6 FTE s

Human Resources Department 203.6 FTE s 27 Human Resources Human Resources Department 203.6 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Director Organizational Effectiveness 2 FTE's Director Compensation,

More information

IMPACT OF AGEING ON LONG-TERM CARE

IMPACT OF AGEING ON LONG-TERM CARE IMPACT OF AGEING ON LONG-TERM CARE WORKFORCE IN DENMARK ERIKA SCHULZ SUPPLEMENT A TO NEUJOBS WORKING PAPER D12.2 JANUARY 2014 This paper aims to show the impact of population ageing on the demand and supply

More information

Using Workforce Analytics to Reduce Employee Turnover

Using Workforce Analytics to Reduce Employee Turnover Using Workforce Analytics to Reduce Employee Turnover White Paper This White Paper describes the challenges of reducing employee turnover in shift based organizations, and introduces Otipo s innovative

More information

Tensions of female employment, reconciliation policies and fertility in Germany

Tensions of female employment, reconciliation policies and fertility in Germany National report for Germany, prepared for the task T02.22 Fertility, female employment and reconciliation policies co-ordinated by: Livia Olah, Stockholm University and Ewa Fratczak, Warsaw School of Economics

More information

Structures and organization of services for medical rehabilitation in Germany* Wilfried Mau. Halle (Saale), Germany

Structures and organization of services for medical rehabilitation in Germany* Wilfried Mau. Halle (Saale), Germany Structures and organization of services for medical rehabilitation in Germany* Wilfried Mau Halle (Saale), Germany Address for Correspondence: Professor Wilfried Mau, MD Director of the Institute for Rehabilitation

More information

The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR

The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your

More information

PI WorldWIde recruitment and retention trends survey Q2 2015

PI WorldWIde recruitment and retention trends survey Q2 2015 PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance

More information

Driver training and licence acquisition in Germany

Driver training and licence acquisition in Germany Driver training and licence acquisition in Germany For more than 100 years driving licences have been issued in Germany. In Germany there are 2 terms, Fahrerlaubnis (driving licence, the permission to

More information

Talent management. Khamis 2 hb Jun 2011 1-2 petang

Talent management. Khamis 2 hb Jun 2011 1-2 petang Talent management Khamis 2 hb Jun 2011 1-2 petang TALENT MANAGEMENT(TM) NEED FOR EFFECTIVE TM PROCESS: Provide a focus for investment Place subject of talent high in the corporate agenda Desirable objective

More information

HR Enabling Strategy 2012-2017

HR Enabling Strategy 2012-2017 This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x

More information

A9. What is the total number of employees worldwide including Denmark by headcount?

A9. What is the total number of employees worldwide including Denmark by headcount? SURVEY OF EMPLOYMENT PRACTICES OF MULTINATIONAL COMPANIES OPERATING IN DENMARK Home-based English version Please select a language: SECTION A: INTRODUCTION English... 1 Danish... 2 First page: EMPLOYMENT

More information

ESTABLISHED GERMAN MARZIPAN COMPANY CONTINUES SUSTAINABLE HEALTH PROMOTION 1. Case metadata

ESTABLISHED GERMAN MARZIPAN COMPANY CONTINUES SUSTAINABLE HEALTH PROMOTION 1. Case metadata ESTABLISHED GERMAN MARZIPAN COMPANY CONTINUES SUSTAINABLE HEALTH PROMOTION 1. Case metadata Country of origin: Germany Year of publication by agency: 2012 Sector: C10 Manufacture of food products Keywords:

More information

Making Diversity Work for You

Making Diversity Work for You Making Diversity Work for You Shelby Scales Executive Director Airport Minority Advisory Council & Eric L. Mercado, C.M., ACE Managing Director Aviation Career Services AMAC s Five Year Strategic Plan

More information

Nursing. Nunavut. Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE

Nursing. Nunavut. Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Government of Nunavut Department of Health and Social Services Nunavut Nursing Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Nunavut Nursing Recruitment and Retention Strategy

More information

More Women in Leadership Positions

More Women in Leadership Positions More Women in Leadership Positions Declaration by Austrian Industrial Enterprises in Favour of Women in Leadership Positions Compared with men, women are underrepresented not only at the top management

More information

2014 HSC Business Studies Marking Guidelines

2014 HSC Business Studies Marking Guidelines 20 HSC Business Studies Marking Guidelines Section I Multiple-choice Answer Key Question Answer C 2 A 3 C B 5 B 6 C 7 B 8 C 9 B 0 B C 2 D 3 B C 5 C 6 D 7 A 8 D 9 A 20 D Section II Question 2 (a) Demonstrates

More information

rethink-tm.com Rethink Talent Management Transforming businesses into higher performance organisations

rethink-tm.com Rethink Talent Management Transforming businesses into higher performance organisations rethink-tm.com Rethink Talent Management Transforming businesses into higher performance organisations Your talent management strategy should be as well thought out and purposeful as your business plan.

More information

Requirements for implementing a succession management system

Requirements for implementing a succession management system Requirements for implementing a succession management system David Berke T here s not much information around on how to put effective succession management into practice. Which makes the following step-by-step

More information

Entrepreneurship education in Germany 1

Entrepreneurship education in Germany 1 Entrepreneurship education in Germany 1 1 OVERVIEW The German educational system is decentralised. Both the functional design and the responsibility for education lie primarily with the federal states

More information

Talent Management Leadership in Professional Services Firms

Talent Management Leadership in Professional Services Firms Talent Management Leadership in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction.... 3

More information

HealthcareSuite. Unique, intelligent workforce planning that balances the needs of healthcare organisations, end-users and employees

HealthcareSuite. Unique, intelligent workforce planning that balances the needs of healthcare organisations, end-users and employees HealthcareSuite Unique, intelligent workforce planning that balances the needs of healthcare organisations, end-users and employees Introducing HealthcareSuite, the proven solution from Time Care that

More information

What it means to work at BP

What it means to work at BP What it means to work at BP What do you want from BP? We believe core values have the power to unite us BP s beliefs reflect my own BP reflects the community in which it operates Helps me look after my

More information

measures that affect the quality of part-time or reduced-hour work *

measures that affect the quality of part-time or reduced-hour work * measures that affect the quality of part-time or reduced-hour work * Part-time work is an important feature of labor markets in many high-income countries. Although there is substantial variation in terms

More information

The HR Image Makeover: From Cost Center to Profit Maker

The HR Image Makeover: From Cost Center to Profit Maker The HR Image Makeover: From Cost Center to Profit Maker Human resources human assets human capital. Call it what you will, the collected people power or workforce value of an organization is an asset that

More information

HR Metrics Report. Reporting Period 2013 Q1 - January 1 to March 31, 2013. Sample Report. Province: Industry: Workforce Change:

HR Metrics Report. Reporting Period 2013 Q1 - January 1 to March 31, 2013. Sample Report. Province: Industry: Workforce Change: HR Metrics Report Reporting Period 2013 Q1 - January 1 to March 31, 2013 Comparison Group Criteria Province: Industry: Workforce Change: All All All Region: Size: Geographic Range: All All All Sector:

More information

METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY

METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY KEY RESULTS FROM MERCER 2013-2014 WORKFORCE METRICS DATABASE Tom Jacob, Mercer Ephraim Spehrer-Patrick, Mercer Milan Taylor, Mercer TODAY S PRESENTERS

More information

2003 National Health Policy Conference

2003 National Health Policy Conference 2003 National Health Policy Conference January 22-23, 2003 J.W. Marriott Washington, D.C. Critical Workforce Issues in Long Term Care Carol Raphael, President & CEO Visiting Nurse Service of New York 2003

More information

1. The European System of National Accounts (ESA): Methodology [October 29, 2015]

1. The European System of National Accounts (ESA): Methodology [October 29, 2015] Prof. Dr. J. Franke-Viebach 1 WS 2015-16 Workshop European Economic Policy Target Group: Economics, Bachelor, PO 2011, Modul 20 (Exam number: 95818) Room: Time: Thursday, 16.15 17.45 Start: Oct 22, 2015

More information