To counteract the effects of the shortage of skilled labour, companies are increasingly focusing on increasing productivity and enhancing their attractiveness as an employer.
The shortage of skilled labour in Germany is becoming an increasingly serious problem
Almost 100 billion euros in added value is currently being lost due to unfilled vacancies. According to calculations by the Institute for Labour Market and Consumer Research, there will be more than seven million fewer workers available by 2035.
Demographic change describes the fact that the composition of the population will change over the next few decades. The population is getting older and there are not enough young people to fill the gaps left by the retirement of baby boomers (born between 1955 and 1969). The result is a shortage of skilled labour. In some sectors of the economy there are too few trainees, in others there is a shortage of young skilled labour. According to the DIHK, 85% of companies expect negative consequences. These range from an increased workload for the existing workforce to rising labour costs in order to recruit new skilled workers or retain existing employees, to fears of having to restrict supply or turn down orders.
How should companies respond to the shortage of skilled labour?
Experts warn against relying on the federal government's measures to attract skilled labour to companies. Employers should therefore find their own short and medium-term solutions. But how can companies respond to this?
In the future, this blog will cover the following topics in greater depth:
Lean Management
Performance management
Business Process Management
Target Operating Model
Project Management
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