Life-phase-oriented HR work as the key to securing skilled workers

The shortage of skilled workers in Germany is not only a problem of recruitment, but also of retention: companies attract qualified employees, but many leave because their needs are not taken into account. This is precisely where life-phase-oriented HR work comes in - an approach that focuses on employees and thus helps to future-proof companies and integrates employee satisfaction as a central component of the corporate strategy.

How can this concept be implemented? Jenny Roleder, project employee at ZAROF. GmbH and expert in the field of life-phase-oriented HR work, provides the answers. The requirements and circumstances of each individual change over the course of their working life. Be it caring for relatives, returning to work after parental leave or the transition into retirement - a flexible and coordinated HR policy becomes a decisive competitive advantage. Companies that take the realities of their employees' lives seriously and take them into account create a solid and sustainable basis for securing their skilled workforce.

Tailor-made strategies for every phase of life - efficient and sustainable

The experts at ZAROF follow the tried-and-tested three-stage model when advising on life-phase-oriented HR work. First, they analyze which employee retention measures have already been implemented and which fields of action remain open. These measures are then compared with the actual needs of the workforce. Finally, the strategic classification takes place: How do the offers contribute to the long-term development of the company and what new solutions are needed?

The aim is to specifically address employees in their life and career situations: From trainees to parents to long-term employees - tailor-made offers are defined for each target group. It is important to note that this involves personalization - not individualization. It is not about finding individually tailored solutions for every single employee - depending on the size of the company, this is very resource and cost-intensive. Instead, it is better to divide employees into groups according to their common characteristics and respond to their needs.

An offer for all companies in Saxony

This forward-looking approach is part of the Skilled labor strategy 2030 of the Free State of Saxonywhich calls on companies to understand demography-oriented personnel policy as a strategic task. Supported by the Leipzig District Skilled Workers Alliance, in which the Leipzig Chamber of Industry and Commerce and other regional players are involved, ZAROF. provides comprehensive advice and support during this process.

Companies in the district of Leipzig benefit from special funding: For one year of support, companies only have to pay a contribution of 2,000 euros - a small outlay in view of the future-oriented added value that this measure offers - the rest is covered by the Skilled Workers Alliance.

Invitation to the online workshop

For entrepreneurs who would like to find out more without obligation, ZAROF. is offering February 4, 2025 is offering an online workshop. Under the title "Life-phase-oriented HR work and diversity: two concepts = one idea?", participants will gain insights into the overlaps between life-phase-oriented HR work and the DEI concept (Diversity, Equity and Inclusion). The aim is to show companies how skilled workers can be secured in a strategic and future-oriented manner.