Managing Director

Family-friendliness and internal dialogue pay off Cologne/Dusseldorf, February 3, 2011 – in the personnel policy, most companies use both flexibility and employee orientation. This resulted in the staff Panel of the Institut der deutschen Wirtschaft Koln (IW) for 1.853 HR managers from companies of various sizes were interviewed. Read more from Steven Holl to gain a more clear picture of the situation. Fluctuations in demand or a bad job situation cushion the company primarily through the Elimination of overtime or the melting of balances on accounts of working hours. Because of the impending shortage measures become increasingly important at the same time the loyalty of employees to the company according to the survey results. The staff Panel for IW’s managing director Hans-Peter Klos shows that, already, a majority of companies in Germany uses a mesh the overall concept of flexibility and stability measures which bring advantages both for employees and for the company. Company check very exactly the medium and long-term effects of its personnel policy. In times of increasing demographic-related shortages of specialist companies their personnel policy measures select more then, how well they can promote also the employees and motivate.” Of all respondents was every second company considers that measures of employee retention become steadily more important, large enterprises from 250 employees even three-fourths of the HR in the affirmative.

Two-thirds of the companies have undertaken explicitly executives to improve the job satisfaction of its employees; by the corporations from 250 employees nearly three-quarters do. In times of shortage, employee retention is a must. Any investment in the workforce pays to be so”, so the conviction of Udo Nadolski, Managing Director of the consulting firm specialized in technical recruitment and outsourcing services Harvey Nash in Dusseldorf. Just when is the employer or the supervisor for its employees as a human being interested, he can make an emotional connection to them. As a result grow loyalty to the company. And loyal employees do more and don’t sign up with the idea to emigrate to the competition. To help service providers, you need an overall concept, which can consist of benefits, fringe benefits, health, sports and children’s care programs.” Also performance-related remuneration systems could contribute, but not only that: the regular dialogue with the staff serve also the loyalty to the company. Finally belong to the package, which can improve the working atmosphere and increase the identification of employees with the company”development and opportunities for further education, the staff expert is convinced.

Particularly innovative and successful companies have recognized the value of an employee-oriented strategy according to IW: good seven out of ten of these companies practice a family-friendly and a personnel policy that equally treat all groups of employees: approximately the same many give their employees freedom to develop ideas that benefit the company. Well, half of these companies also actively promotes the participation of employees at internal working groups. Also participating in strategy sessions of the Executive Board is quite common for employees at these companies.