Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/216690 
Erscheinungsjahr: 
2019
Quellenangabe: 
[Journal:] Journal for Labour Market Research [ISSN:] 2510-5027 [Volume:] 53 [Issue:] 15 [Publisher:] Springer [Place:] Heidelberg [Year:] 2019 [Pages:] 1-13
Verlag: 
Springer, Heidelberg
Zusammenfassung: 
Over the last years, the employment rate of older workers has increased sharply in Germany. Against this background, the question arose as to whether firms have contributed actively to the growing share of older employees, either by offering special human resource management (HRM) measures, such as further training (internal strategy) or by hiring older employees from the external labour market (external strategy). Our paper analyses the interrelation between both strategies. By using data from the IAB Establishment Panel, we investigate the determinants of the firms' decision to use one or the other strategy or to combine both strategies. Our analyses show that some factors, such as firm size, experiences with older staff or a shortage of skilled workers promote the decision for both strategies. Other characteristics, in contrast, have a positive effect on one strategy only. This applies in particular to industrial relations, but also to the share of qualified workers within a company.
Schlagwörter: 
Demographic change
HRM
IAB Establishment Panel
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