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Betriebliche Personalpolitik bei heterogenen Arbeitsmärkten (Human resource management in heterogeneous labour markets)

Author

Listed:
  • Beckmann, Michael

    (Wirtschaftswissenschaftliche Fakultät, Abteilung Personal und Organisation, Universität Basel)

  • Mühler, Grit
  • Schauenberg, Bernd

    (Universität Freiburg)

Abstract

"The objective of this paper is to analyse the flexibility opportunities of firms to respond to increasing labour market requirements and heterogeneity. Thereby, we focus on two groups of workers and two kinds of management events. The two groups of workers are female and older workers, while continuous training and the use of flexible working contracts (i.e. fixed-term employment, temporary agency work) represent our two kinds of management events. On the basis of large individual- and firm-level data sets we find evidence in line with a gender-biased technological and organisational change in favour of female workers and an age-biased technological and organisational change at the expense of older workers. Furthermore, the use of continuous training, fixed-term contracts and temporary agency workers appears to be beneficial for both labour market participants, i.e. firms and workers. Our results enable firms to respond more effectively to labour markets shortages caused by demographic developments or labour supply changes." (Author's abstract, IAB-Doku) ((en))

Suggested Citation

  • Beckmann, Michael & Mühler, Grit & Schauenberg, Bernd, 2011. "Betriebliche Personalpolitik bei heterogenen Arbeitsmärkten (Human resource management in heterogeneous labour markets)," Zeitschrift für ArbeitsmarktForschung - Journal for Labour Market Research, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany], vol. 44(1/2), pages 111-118.
    • Handle: RePEc:iab:iabzaf:v:44:i:1-2:p:111-118
    DOI: 10.1007/s12651-011-0064-8
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    References listed on IDEAS

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    1. Stephen Machin & John Van Reenen, 1998. "Technology and Changes in Skill Structure: Evidence from Seven OECD Countries," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 113(4), pages 1215-1244.
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    More about this item

    Keywords

    Bundesrepublik Deutschland ; atypische Beschäftigung ; befristeter Arbeitsvertrag ; Heterogenität ; Beschäftigungseffekte ; betriebliche Weiterbildung ; erwerbstätige Frauen ; IAB-Betriebspanel ; IAB-Linked-Employer-Employee-Datensatz ; Leiharbeit ; ältere Arbeitnehmer ; organisatorischer Wandel ; Personalanpassung ; Personalpolitik ; Qualifikationsstruktur ; Arbeitskräftenachfrage ; technischer Wandel ; Arbeitsmarkt ; 1995-2005;
    All these keywords.

    JEL classification:

    • C21 - Mathematical and Quantitative Methods - - Single Equation Models; Single Variables - - - Cross-Sectional Models; Spatial Models; Treatment Effect Models
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J51 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Trade Unions: Objectives, Structure, and Effects
    • J52 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Dispute Resolution: Strikes, Arbitration, and Mediation

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