Berlin-Transfer

Initial situation

The demographic shift: Sinking birthrates, increased life expectancy, and the concomitant skill shortages are a driving force for the development of new schemes and strategies in education and labor policy to counter the economic effects of Europe’s changing population structure.

Berlin, with its many small and medium-sized enterprises (SMEs) has long been feeling the effects of this change. A lack of young skilled workers and aging employees are forcing businesses to increase revenues and meet economic goals with an older labor force.

Experienced older workers, until now often overlooked in the fields of continuing education and human resource development, have become an important asset for their employers. Like other resources essential to company operations, they need to be developed and supported. Age-sensitive personnel policy is therefore a challenge Berlin companies must meet if they want to remain competitive.

Forward-looking personnel policy must include: Adjustment of the company’s corporate culture and working conditions; enterprise knowledge retention through inter-generational knowledge transfer; continuing education for older workers; health promotion; attracting and retaining skilled workers.

Small and medium-sized enterprises often don’t possess the knowledge, the strategic skills, or the economic means to recognize and meet these challenges. That why the unit for vocational qualification of the Berlin Senate Department of Integration, Labour and Social Issues has supported Berlin businesses in this area for many years.

The Senate’s promotional policy aims to help Berlin SMEs remain innovative, competitive, desirable employers; thus securing Berlin’s status as an attractive business location.