Today you no longer appeal to applicants with gray floors, dry biscuits, Fanta and Cola. The boys ask questions and they want to be valued”says Steffi Burkhart. Employers need to proactively approach young people digitally and differentiate themselves from others.
The German, who researches the needs of generations Y, Z and Alpha (born between 1980 and 2023), was the opening speaker at the personnel conference “HR Connect(s)” the Human Capital Management (HCM) department of the location agency Biz-up, which took place this week at the JKU. The motto of the event was: “Mission sustainability”. 270 HR professionals met in Linz.
According to Burkhart, HR departments are the most important in every company: “The human factor is scarce and therefore more important than the capital factor.” However, focusing purely on the needs of young people is a big mistake: today’s 60-year-olds cannot be compared with those of 20 years ago, they are fitter and many still want to work. Their knowledge is incredibly important, which is already causing some companies to do so “Senior Experts” to get back: “The task is to appeal to all generations.”
State Economics Councilor Markus Achleitner emphasized that Upper Austria had come through three years of crisis well: “We are the industrial and economic heart of Austria.”
An emotional highlight on Thursday evening was the awarding of the HRbert for sustainable and innovative work in human resources (you can read details about the winning projects in the information box).
HRbert for excellent human resources work: These are the award winners
“Innovative” – small and medium-sized companies: Tech Harbor from Linz launched the Digital Mile in 2021: Seven companies with digital value creation have joined forces to increase the region’s attractiveness for existing and new skilled workers. The approach enables companies to develop offers that they could not implement as efficiently on their own, such as cross-company exchanges, summer childcare and sports activities.
“Innovative” – large companies: In addition to the existing content, Eurothermen’s apprentices receive social media training from specialists throughout the entire apprenticeship period. You will learn to develop content for Instagram and TikTok and represent the company. Since the start in 2022, the number of apprentices has increased by 30 percent.
“Sustainable human resources management” – small and medium-sized companies: The “young generation” at mechanical engineering company Econ collects plastic waste and works with Trodat apprentices on a gift made from recycled material that is to be distributed as a giveaway at trade fairs.
“Sustainable human resources management – large companies: Family planning and career are not a contradiction at Rubble Master, a specialist in mobile crushers: With a flexible part-time model especially for female managers, the company offers an attractive perspective.
Special Jury Prize: The “Initiative Habitat Innviertel” association brings together companies looking for employees and job-seeking asylum seekers. During their asylum process, more than 100 refugees at KTM, Biohof Geinberg, Sericomp and Guschlbauer close gaps where staff are difficult to find.
Gertrude Schatzdorfer-Wölfel, owner of Schatzdorfer Gerätebau, was awarded the Lifetime Achievement Award. The promotion of women is very important and girls should be inspired to pursue technical careers.
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