Human Resources Management
Advanced and long-term human resources management is indispensable
Human resources management in companies has received a significant upgrade since the early 1990s. The ability to stand out in the market depends not least on the qualified people in the company.
Rapid change must also be managed and the strategic corporate goals are supported by human resources work. Another factor is the shortage of skilled workers, which will continue to increase in the coming years. Thus, the HR department is increasingly becoming an important advisor to top management. Our benchmarks show that medium-sized companies are expanding their capacities for human resources work.
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Mental health is a strategic success factor: investing in leadership, team spirit and culture reduces absenteeism and boosts motivation, innovation and employee loyalty.
Current labor law and political decisions present companies with new challenges - an overview of the most important changes and practical recommendations for implementation.
Job advertisements remain a key element of successful recruitment. Artificial intelligence (AI) can be used to make job advertisements more target group-oriented and effective.
Achieving corporate resilience requires risk management, supply chain management, adaptability, employee engagement, new technologies and crisis management. This requires competent managers and employees.
A survey of around 550 companies shows: 62 percent of companies offer dual studies - and benefit from them. This is because most of the junior staff stay with the company that trains them.
Through the transfer of technology and knowledge, students receive practical training and companies can retain skilled workers. SMEs should be supported in cooperations in university teaching.
In our theme publications, you will find facts, figures and data related to vocational training, engineering courses, skilled workers, mechanical engineers and women in machinery and equipment manufacturing.
Current developments in labor law and new laws pose challenges for the mechanical and plant engineering industry - an overview of decisions and legal adjustments that are relevant in practice.
Professional and personalised application management still has plenty of room for improvement in many cases. Low-threshold application processes (such as via WhatsApp) are an interesting new development.
The different reporting obligations in the EU member states present companies with considerable bureaucratic challenges when it comes to work assignments. How can companies deal with this?
A well-retained, motivated and productive workforce also strengthens the company's image. It helps to avoid high fluctuation costs and secures expertise.
Job adverts are the first point of contact with potential applicants. What you should pay particular attention to with service technicians.
What solutions do SMEs find to deal with the high salary expectations of young professionals? Practical report from a VDMA Erfa.
How do employers become successful brands? Why is a strong employer brand important for attracting - and retaining - skilled workers?
The shortage of skilled workers is becoming increasingly urgent. In-company further training and qualification of the company's own workforce can be decisive building blocks in keeping a company competitive.
Demographic change, a shortage of skilled workers, unfilled training positions - these are often prevalent issues in Germany when it comes to recruiting employees. But what is it like in other countries? We asked around locally.
A Forsa survey provides surprising insights into the priorities of German employees. The 4-day week is far behind in terms of importance.
The shortage of skilled workers, increasing innovative strength and passing on know-how and tradition are just some of the reasons why new approaches to recruiting young trainees are necessary.
On the occasion of a qualitative study on female engineers in mechanical and plant engineering conducted by RWTH Aachen University on behalf of the IMPULS Foundation in 2023, the participants exchanged views in an interactive workshop on June 3, 2024.
The effects of recent labor market policy decisions and current case law in labor law on operational practice in NRW mechanical and plant engineering.
Qualified, ready to work and willing to travel - these are the qualities that desired personnel for service and sales need to have. On the other hand, there are absences lasting several days, low predictability and short-term assignments.
STEM professions are still predominantly male-dominated. In this virtual workshop, companies discussed specific measures to attract more women to engineering positions.
The VDMA salary survey provides a detailed overview of the status quo regarding the salaries of a good 160 typical positions in our industry.
Events
How do we get Gen Z & Alpha excited about technology? At the final conference of the Weeks of Technology, we will show how employer branding and entertainment merge - and how mechanical engineering must become more attractive in order to attract more women to the industry. Register now! 🚀
Job advertisements rethought - from requirements to potential. And how AI can be used for this
We cordially invite you to a Web-Erfa on the topic of the labor market hub.
13. + November 14, 2025 | Because of the authentic approach, many companies rely on their own trainees to reach students when recruiting young talent. The VDMA offers the right digital training for your technical trainees.
11. + December 12, 2025 | Because of the authentic approach, many companies rely on their own trainees to reach students when recruiting young talent. The VDMA offers the right digital training for your technical trainees.
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