Human Resources Management
„If you were to ask me what the most important phrases in human resources were in 2021, only two would come to mind: "call for perseverance" and "frustration tolerance".
Andreas Schülke
Acting Head of Human Resources
Andreas Schülke
Acting Head of Human Resources
Then I'll simply ask you: What can be learned from the 2021 financial year for the area of human resources?.
Two things. Firstly, we learned how difficult it is to find really good staff when a quarter of the staff had to leave a year earlier, and secondly, we learned how important it is to do everything possible to somehow retain the remaining staff, even in difficult times of crisis.I am happy to say that we were really successful in keeping the remaining staff, even though we had to use considerable financial means to increase the short-time allowance to 100 per cent. For around 30 colleagues, this meant that for more than 18 months of short-time work, the Studierendenwerk stood by them and gave them a positive signal for the future. Since a large number of the employees would not have been able to make ends meet in the long term with 60 per cent pay from the short-time allowance, we would probably also have lost a significant number of permanent staff. I am very glad that we - together with the staff council and the administrative board - did not make this mistake.
Two things. Firstly, we learned how difficult it is to find really good staff when a quarter of the staff had to leave a year earlier, and secondly, we learned how important it is to do everything possible to somehow retain the remaining staff, even in difficult times of crisis.I am happy to say that we were really successful in keeping the remaining staff, even though we had to use considerable financial means to increase the short-time allowance to 100 per cent. For around 30 colleagues, this meant that for more than 18 months of short-time work, the Studierendenwerk stood by them and gave them a positive signal for the future. Since a large number of the employees would not have been able to make ends meet in the long term with 60 per cent pay from the short-time allowance, we would probably also have lost a significant number of permanent staff. I am very glad that we - together with the staff council and the administrative board - did not make this mistake.
For the second year in a row, the number of our employees is decreasing.
What were the biggest construction sites?
Unfortunately, our Human Resources department was the problem child within the administration in 2021 and thus also the biggest construction site. Within a very short time, the entire team of the department had to be replaced. That is also the reason why I took over the department on a temporary basis in 2021. I am also grateful for the support of the other departments, which helped me to bridge this huge gap. In the middle of the year, we were able to recruit two new colleagues on a permanent basis, so things started to look up again. But clearly, all projects in the area of human resources had to be postponed in 2021 until the functionality of the department was restored. The projects that have been put on hold will be tackled again with renewed vigour and also with the reappointment of the head of department in 2022. How did you perceive the labour market?
Part of my perception - certainly also a temporary effect - is that many people don't dare to change their jobs if you don't know what will happen with the pandemic. This has led to great uncertainty among most people and I have noticed a wait-and-see attitude with regard to a new professional position.
In my opinion, something else plays an important role for two occupational groups:
In the case of the occupational group of service staff for university catering, it became very clear that the labour market has been swept dry. Even with very committed and innovative campaigns, we were hardly able to get any suitable applicants.
Unfortunately, our Human Resources department was the problem child within the administration in 2021 and thus also the biggest construction site. Within a very short time, the entire team of the department had to be replaced. That is also the reason why I took over the department on a temporary basis in 2021. I am also grateful for the support of the other departments, which helped me to bridge this huge gap. In the middle of the year, we were able to recruit two new colleagues on a permanent basis, so things started to look up again. But clearly, all projects in the area of human resources had to be postponed in 2021 until the functionality of the department was restored. The projects that have been put on hold will be tackled again with renewed vigour and also with the reappointment of the head of department in 2022. How did you perceive the labour market?
Part of my perception - certainly also a temporary effect - is that many people don't dare to change their jobs if you don't know what will happen with the pandemic. This has led to great uncertainty among most people and I have noticed a wait-and-see attitude with regard to a new professional position.
In my opinion, something else plays an important role for two occupational groups:
In the case of the occupational group of service staff for university catering, it became very clear that the labour market has been swept dry. Even with very committed and innovative campaigns, we were hardly able to get any suitable applicants.
Unfortunately, what we already communicated publicly in 2020 has been confirmed here: If we have to let the service staff go now, we will not find them again later. Sadly, our prophecies have come true in full.The situation is different again for the occupational group of childcare workers. The profession has not been made more attractive by the New Daycare Act, but now offers even less incentive to carry out this responsible and strenuous activity. Since we can almost only offer temporary contracts due to the occupancy rules - Mr. Schmitt in the day care sector will be able to say more about this - our position is even worse. I can only say quite clearly here: the labour market for childcare workers is definitely manoeuvring towards a collapse. Shortages of care and reduced services can no longer be ruled out. It is sad that the conditions are the worst for the very people who take care of our children.What can be done about it?
All parties involved should work together on the weaknesses of the New Childcare Act; a purely political perspective has not brought the desired success here so far. We are available with our experience from the operational field. But one thing is clear: improvements are urgently needed here.
And for the gastronomy sector: we need patience until a job in the gastronomy sector is considered a secure job again. Only then will the labour market recover. Otherwise, no one will take the risk and start a new job when everything might have to close again in autumn. I don't have a better prescription here. What do you wish for the future?
As stupid as it sounds, a dull, normal year would be a dream. I never thought I'd say that before, but now it comes from the heart....
And then, of course, at some point, the necessary security to be able to continue building the student union of tomorrow. Because we definitely don't lack commitment, ideas and energy.
All parties involved should work together on the weaknesses of the New Childcare Act; a purely political perspective has not brought the desired success here so far. We are available with our experience from the operational field. But one thing is clear: improvements are urgently needed here.
And for the gastronomy sector: we need patience until a job in the gastronomy sector is considered a secure job again. Only then will the labour market recover. Otherwise, no one will take the risk and start a new job when everything might have to close again in autumn. I don't have a better prescription here. What do you wish for the future?
As stupid as it sounds, a dull, normal year would be a dream. I never thought I'd say that before, but now it comes from the heart....
And then, of course, at some point, the necessary security to be able to continue building the student union of tomorrow. Because we definitely don't lack commitment, ideas and energy.
Your contact person for this department
Andreas Schülke
Managing Director / Acting head of Human Resources
Xylanderstraße 17
76829 Landau
Tel.: +49 6341 9179 102
gf@stw-vp.de
stw-vp.de
Andreas Schülke
Managing Director / Acting head of Human Resources
Xylanderstraße 17
76829 Landau
Tel.: +49 6341 9179 102
gf@stw-vp.de
stw-vp.de