Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/52349
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dc.contributor.authorVerworn, Birgiten_US
dc.date.accessioned2011-11-16en_US
dc.date.accessioned2011-11-28T11:34:18Z-
dc.date.available2011-11-28T11:34:18Z-
dc.date.issued2007en_US
dc.identifier.urihttp://hdl.handle.net/10419/52349-
dc.language.isogeren_US
dc.publisher|aBrandenburg University of Technology Cottbus, Chair of Organization, Human Resource & General Management |cCottbusen_US
dc.relation.ispartofseries|aWorking Paper Series, Chair of Organization, Human Resource & General Management, Brandenburg University of Technology |x1en_US
dc.subject.ddc330en_US
dc.subject.keywordworkforceen_US
dc.subject.keywordagingen_US
dc.subject.keywordshrinkingen_US
dc.subject.keywordinnovation managementen_US
dc.subject.keywordHRMen_US
dc.subject.keywordresource-based viewen_US
dc.titleAuswirkungen des demografischen Wandels auf die Innovationsfähigkeit von KMU: Handlungsfelder für das Personalmanagementen_US
dc.typeWorking Paperen_US
dc.identifier.ppn672338653en_US
dc.description.abstracttransAs a consequence of the demographic change, the workforce is aging and shrinking at the same time. Based on the resource-based view of the firm, we discuss implications for innovation and human resource management in SMEs. A review of the literature and empirical studies show that a shortage of engineers is becoming on obstacle to innovation in German SMEs and therefore a challenge for human resource management. We present three strategies to counter the possible shortage of skilled engineers.-
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US
dc.identifier.repecRePEc:zbw:btuopu:1-

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