Leadership in Leading Companies

Find out about the issue of Personnel Management.

A man speaks to two of his employees in a factory hall.

Personnel management of the future reflects both the individual needs of employees, and develops new approaches to work organisation and working time. The Initiative New Quality of Work offers employers and employees a variety of ideas in the field of personnel management.

Faced with a looming shortage of qualified workers in a variety of sectors, with an ageing workforce and with the shift in values as the Millennial Generation enters the labour market – combined with the impacts of social media – companies are called upon to thoroughly review and to re-orientate their personnel management. Not standardised but personalised personnel development, which reflects the stage in life of employees and which strengthens their involvement, will take on increasing importance within companies. This approach to personnel management which focuses on independence, on phases in life and on individual employees, is recognised by the Initiative New Quality of Work to be one of - if not the - most important spheres of action for companies: it is central for those companies wishing to secure their future and to expand their innovation capabilities. New thinking in personnel management is characterised by:

  • Reflecting the (individual) needs of people of different ages and genders in their working day with regard to work organisation, work location and working time;
  • Facilitating a high degree of flexibility and life-phase orientation in work, by offering different (family friendly) career development pathways and leave options, while in doing so making full use of innovative personnel instruments, remuneration and benefits packages;
  • Championing good leadership, a motivational work environment, open communications and offering fora for employees to make themselves heard and to give input into decision-making.

In particular those with personnel management and leadership responsibility in companies are called upon to actively shape this change. Practically, this means thoroughly assessing established instruments of personnel management, as well as the corporate culture, to ensure that they are fit for their purpose, and innovating in personnel management where necessary.

The Initiative New Quality of Work supports companies in implementing a tailored and integrated overarching approach to personnel management. Important aspects include: encouraging and enabling training and further qualification, building diverse teams, ensuring a suitable and varied task allocation, flexible working structures and, in particular, an organisational culture of appreciation, respect and acknowledgement. The aim is to create an equal balance of security and flexibility, for employees and employers alike. The focus thereby remains firmly on an employee-orientated company culture. Specifically, this means good leadership which values communication, participation, motivation and diversity-orientated cooperation amongst the workforce. As a result, identifying which actions and instruments help strengthen mutual trust within a company is closely linked with the very role and responsibility of leaders and managers themselves. Simply administering training opportunities and job descriptions will no longer be sufficient for meeting the challenges faced; rather, an active and innovative personnel management is called for. 

Share & Print