Q3539292 (Q3539292): Difference between revisions
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(Created claim: summary (P836): Due to general demographic change, local governments as employers face many challenges in the coming years. The age structure in the public sector shows that on average one in four employees exceeds the age of 55 and that the lowest proportion of employees are between 20 and 30 years old. In addition, a large part of the “young people” migrate from the new Länder. This leads to significant problems in securing young talents. In 2015, an average...) |
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Due to general demographic change, local governments as employers face many challenges in the coming years. The age structure in the public sector shows that on average one in four employees exceeds the age of 55 and that the lowest proportion of employees are between 20 and 30 years old. In addition, a large part of the “young people” migrate from the new Länder. This leads to significant problems in securing young talents. In 2015, an average age of 48.5 years was established, with 74 % of employees in the municipality of Gera over 45 years of age. It is all the more important to specifically preserve the existing potential — especially the “young” employees — and to promote it with the help of training measures in order to exist in times of social value and economic structural change and to be able to compete with other municipalities. Targeted human resources development measures are needed to cope with the upcoming changes and counteract future fluctuation. Through Fit for Future, we aim to consolidate the competences of the young leaders and enable them to successfully master the change and personal development processes in the future with appropriate ‘tools’. (English) | |||||||||||||||
| Property / summary: Due to general demographic change, local governments as employers face many challenges in the coming years. The age structure in the public sector shows that on average one in four employees exceeds the age of 55 and that the lowest proportion of employees are between 20 and 30 years old. In addition, a large part of the “young people” migrate from the new Länder. This leads to significant problems in securing young talents. In 2015, an average age of 48.5 years was established, with 74 % of employees in the municipality of Gera over 45 years of age. It is all the more important to specifically preserve the existing potential — especially the “young” employees — and to promote it with the help of training measures in order to exist in times of social value and economic structural change and to be able to compete with other municipalities. Targeted human resources development measures are needed to cope with the upcoming changes and counteract future fluctuation. Through Fit for Future, we aim to consolidate the competences of the young leaders and enable them to successfully master the change and personal development processes in the future with appropriate ‘tools’. (English) / rank | |||||||||||||||
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| Property / summary: Due to general demographic change, local governments as employers face many challenges in the coming years. The age structure in the public sector shows that on average one in four employees exceeds the age of 55 and that the lowest proportion of employees are between 20 and 30 years old. In addition, a large part of the “young people” migrate from the new Länder. This leads to significant problems in securing young talents. In 2015, an average age of 48.5 years was established, with 74 % of employees in the municipality of Gera over 45 years of age. It is all the more important to specifically preserve the existing potential — especially the “young” employees — and to promote it with the help of training measures in order to exist in times of social value and economic structural change and to be able to compete with other municipalities. Targeted human resources development measures are needed to cope with the upcoming changes and counteract future fluctuation. Through Fit for Future, we aim to consolidate the competences of the young leaders and enable them to successfully master the change and personal development processes in the future with appropriate ‘tools’. (English) / qualifier | |||||||||||||||
point in time: 17 November 2021
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Revision as of 21:14, 17 November 2021
Project Q3539292 in Germany
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3539292 in Germany |
Statements
6,376.64 Euro
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7,970.8 Euro
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80.0 percent
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1 May 2018
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28 February 2019
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Bildungszentrum Saalfeld GmbH
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50°52'41.84"N, 12°4'55.13"E
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07545 Gera
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Aufgrund des allgemeinen demografischen Wandels stehen die Kommunalverwaltungen als Arbeitgeber in den nächsten Jahren vor vielen Herausforderungen. Die Altersstruktur im öffentlichen Dienst zeigt, dass durchschnittlich jeder vierte Beschäftigte das Alter von 55 Jahren übersteigt und der geringste Teil der Angestellten zwischen 20 und 30 Jahren alt ist. Hinzu kommt, dass ein Großteil der „jungen Menschen“ aus den neuen Bundesländern abwandert. Dies führt zu erheblichen Problemen bei der Nachwuchssicherung. Im Jahr 2015 wurde ein Durchschnittsalter von 48,5 Jahren ermittelt, wobei 74 % der Arbeitnehmer der Stadtverwaltung Gera älter als 45 Jahre sind. Umso wichtiger ist es, gezielt das vorhandene Potenzial - vor allem der „jungen“ Mitarbeiter - zu erhalten und mithilfe von Qualifizierungsmaßnahmen zu fördern, um in Zeiten des gesellschaftlichen Werte- und des ökonomischen Strukturwandels bestehen und in einen Wettbewerb mit anderen Kommunen treten zu können. Hier sind zielführende Personalentwicklungsmaßnahmen von Nöten, um die bevorstehenden Veränderungen zu bewältigen und der künftigen Fluktuation entgegenzuwirken. Durch Fit for Future streben wir eine Festigung der Kompetenzen der Nachwuchsführungskräfte an und befähigen diese mit geeigneten 'Tools' die Veränderungs- und persönlichen Entwicklungsprozesse zukünftig erfolgreich meistern zu können. (German)
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Due to general demographic change, local governments as employers face many challenges in the coming years. The age structure in the public sector shows that on average one in four employees exceeds the age of 55 and that the lowest proportion of employees are between 20 and 30 years old. In addition, a large part of the “young people” migrate from the new Länder. This leads to significant problems in securing young talents. In 2015, an average age of 48.5 years was established, with 74 % of employees in the municipality of Gera over 45 years of age. It is all the more important to specifically preserve the existing potential — especially the “young” employees — and to promote it with the help of training measures in order to exist in times of social value and economic structural change and to be able to compete with other municipalities. Targeted human resources development measures are needed to cope with the upcoming changes and counteract future fluctuation. Through Fit for Future, we aim to consolidate the competences of the young leaders and enable them to successfully master the change and personal development processes in the future with appropriate ‘tools’. (English)
17 November 2021
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Identifiers
DE_TEMPORARY_ESF_135204
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