Age structure analysis

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[edit] Introduction

Companies can systematically determine the age composition of their staff by carrying out an age structure analysis. The aim of age structure analysis is to describe the current status within the company as a basis for the implementation of future human resources policy measures to ensure a well-balanced age structure and maintain the work ability and employability of employees in all age groups over the long term, so preserving the company’s competitiveness.

[edit] Situation and facts

Mapping age distributions for key functions and work and activity sectors allows companies to react to future human resources challenges (e.g. by organising the transfer of knowledge, succession planning, recruitment). Examining the age structure of a company as a whole is usually less informative than looking at individual divisions, departments and groups. Measures in various areas (such as vocational training and CET, work organisation and job design, health management) can also be developed on the basis of the results.

Additional criteria, such as employee engagement in CET, can also be included in an age structure analysis. As well as the age of the employees, other personnel information such as qualifications, role, department, absenteeism, gender and employment status is also gathered. Additional assumptions, relating e.g. to future development of the company or human resources planning (data on staff turnover or recruitment of apprentices) can also be incorporated into the scenarios produced.

Various computer programs can be used to perform an age structure analysis.

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