What ist Life phase oriented work?
In its overall concept, the life-phase-oriented HR policy aims to promote and continuously develop employees in order to foster their willingness and ability to perform and thus develop long-term employee loyalty. It takes into account the various phases of an employee's life and career, and wins over the employee as a whole person.
Author: Clarissa Schuliga
The design of career paths is more diverse today than ever before. The classic career path no longer exists, and lifelong learning is becoming increasingly important. Whether it’s a second apprenticeship in the mid-30s, studying at 40, sabbaticals, parental leave for fathers, part-time fathers, caring for dependents, intercultural teams – the world of work has become more colorful and poses completely new challenges for companies. It’s hard to imagine an employee completing an apprenticeship and working there until retirement. The life-phase oriented work model offers a way to meet all these challenges. It encompasses much more than life-phase-oriented working hours and is not to be equated with age-appropriate working.
The life phase-oriented personnel policy and its goals
In its overall concept, the life-phase-oriented HR policy aims to promote and continuously develop employees in order to foster their willingness and ability to perform and thus develop long-term employee loyalty. The various phases of an employee’s life and career are taken into account and the employee is seen as a whole person. Whether training, career paths, parenthood, caring for dependents, reintegration or retirement. This gives companies the opportunity to significantly increase their attractiveness as an employer and reflect the fluctuation rate.
Although employees basically go through the same phases of life, career and life plans differ greatly between the start of a career and the transition to retirement.
For companies, introducing a life-phase-oriented HR policy does not have to mean doing everything from scratch. They often already have numerous instruments and measures to support employees individually on their career path. The important thing is to coordinate the methods and develop an overall concept from them. To determine which instruments are suitable for the company and its individual personnel challenges, it is advisable to conduct an age structure analysis in advance and compare the current age structure with the forecast age structure. The analysis can then be used to derive specific fields of action and needs for action for the company.
Fields of action of life-phase oriented personnel policy:
For a life-phase-oriented HR policy to succeed, a corporate culture is needed that enables open communication and ensures transparency about all relevant information. This creates trust and is an important basis for the success of the individual instruments and measures. Above all, personnel analysis. There are numerous IT tools for determining the age structure in the company that can die quickly and take data protection into account.
Instruments of life-phase oriented personnel policy:
Whether it’s a holistic onboarding process for new and internal employees, work-life balance measures such as company kindergartens, lectures and information folders for family caregivers, internal fitness studios, occupational rehabilitation, flexible forms of work such as mobile working, job rotation or hybrid workplaces, flexible working time models such as flexitime or trust-based working time, or lifetime working time models such as partial retirement accounts or sabbaticals. There are countless instruments that can support life-phase-oriented working in the company and strengthen employee satisfaction. It is important to know the needs of your own employees and to tailor all instruments individually to the company and its corporate culture and values. This requires a constant exchange with employees and a targeted needs analysis within the company.
December 2022
Haury Solutions GmbH
