Demographic Change in Germany

Hohn, C; Mai, Ralf; Micheel, Frank

doi:10.1007/978-3-540-68137-3_2

Cited by 12 publications

(7 citation statements)

References 2 publications

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“…According to the theoretical model, this difference can be explained by the different nature of these age groups such as an observed early retirement trend for the older age group in Germany (OECD 2009). In Germany, where promoting employment for the older age group is a serious alternative for the expected large gap in the labour supply for 2020 (Höhn et al, 2008), the participation rate of the older age group (only men) was 63 per cent in 2008 (OECD 2009). Overall, the average retirement age is still signifi cantly earlier than 65 years.…”

Section: Discussionmentioning

confidence: 99%

Economic crisis and labour force transition to inactivity: a comparative study in German rural and urban areas

Gailhard¹,

Kataria²

2014

stagec

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Economic crisis and labour force transition to inactivity: a comparative study in German rural and urban areasThis study analyses the determinants of labour force transition to inactivity in the German labour market. Using German Labour Force Survey data the infl uence on the transition fl ow to inactivity of factors such as age, education, marital status, sex and registration with the public employment service are examined. We present estimates of degree of urbanisation-specifi c multinominal logit models to analyse the determinants of individuals' transition probabilities in rural and urban areas. By comparing the infl uence of the factors that affect transition to inactivity before (2002-07) and during (2008-09) the global economic crisis, this paper contributes to the general understanding of transitional labour market fl ow dynamics during the crisis period. The fi ndings suggest that during the crisis period education level and marital status have had different impacts in rural and urban regions on the transition to inactivity. While these two factors infl uenced the transition to inactivity before the crisis, their effect has been stronger during it. Additionally the results suggest that the interaction of individuals with institutional settings (e.g. registration with the public employment service) have to be taken into account when designing active labour market policy measures, especially during crisis periods. Knowledge about the infl uence of these factors on the transition to inactivity, and their different effects in rural and urban areas, provides important information for designing policies aiming to reduce the transition to inactivity during crisis periods.

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Section: Discussionmentioning

confidence: 99%

Economic crisis and labour force transition to inactivity: a comparative study in German rural and urban areas

Gailhard¹,

Kataria²

2014

stagec

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“…This applies without restriction to fertility and mortality as long-term processes of natural population development. In this context, the inertia of demographic processes is sometimes also referred to [2,3]. Migration processes, on the other hand, can also be influenced very suddenly by, e.g., politically and/or economically motivated structural breaks, and are thus much more difficult to assess.…”

Section: Population Projections-concepts and Purposementioning

confidence: 99%

An Overview of Population Projections—Methodological Concepts, International Data Availability, and Use Cases

2020

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Population projections serve various actors at subnational, national, and international levels as a quantitative basis for political and economic decision-making. Usually, the users are no experts in statistics or forecasting and therefore lack the methodological and demographic background to completely understand methods and limitations behind the projections they use to inform further analysis. Our contribution primarily targets that readership. Therefore, we give a brief overview of different approaches to population projection and discuss their respective advantages and disadvantages, alongside practical problems in population data and forecasting. Fundamental differences between deterministic and stochastic approaches are discussed, with special emphasis on the advantages of stochastic approaches. Next to selected projection data available to the public, we show central areas of application of population projections, with an emphasis on Germany.

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“…Because of a decreasing birth rate in Germany since the mid-1960s, the same negative trend can be identified – with a corresponding time delay – for the labor market. This demographic change will lead to new challenges and present threats, as well as opportunities (Höhn et al , 2008; Dittrich et al , 2011). So far, the decline could be compensated by immigration and by rising participation rates of women and older people (Brusch and Büsch, 2013).…”

Section: Demographic Change and Skills Shortages In Germanymentioning

confidence: 99%

Factors influencing employer branding

Brusch

Kozlowski

2018

IJQSS

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Purpose Companies have to consider people as one of the most important resources. Especially, the combination of demanding work and academic workers requires activities with regard to employer branding. An employer brand is an intangible asset that allows companies to look for motivated and capable employees (Hillebrandt, 2013). Consequently, the concept of employer branding can be used (Brickson, 2005; Heilmann et al., 2013). The purpose of this paper is to supplement the first empirical investigations with students as new employees (e.g. Daniel et al., 2015) by the perceptions of potential employees in less powerful, i.e. more rural, regions. Design/methodology/approach This paper summarizes existing findings and enhances two empirical investigations of 431 students of a technical university in a medium-sized city and 211 students of a university of applied sciences in a rural region in Germany. The data collection and analysis will focus on different methodical alternatives of identifying important drivers and dimensions of employer branding, as well as identifying different groups of potential employees and gender differences. Findings The paper highlights the need of the underrepresented but successful consideration of group specific analyses and following strategies in case of employer branding. The existing approaches of the establishment of an employer branding concepts can be improved through more suitable strategy elements when the addressees are better known. Originality/value The findings allow new insights, especially to smaller regions and companies and the awareness of group-specific analyses in general and in case of the development of an employer branding concept.

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Demographic Change in Germany

Cited by 12 publications

References 2 publications

Economic crisis and labour force transition to inactivity: a comparative study in German rural and urban areas

Economic crisis and labour force transition to inactivity: a comparative study in German rural and urban areas

An Overview of Population Projections—Methodological Concepts, International Data Availability, and Use Cases

Factors influencing employer branding

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