Unlike almost any other part of industry, the aerospace sector relies on a diversified employment, HR and qualification structure. The competition between the leading companies from the high technology sectors for the “best people” is already a well known fact of life. It will continue to increase over the coming years.
With their eyes focused firmly on the demographically influenced employment changes, all companies must create a systematic, sustainable age management system and firmly anchor the latter in their organisation. The relevant dimensions include professional training and improved access to industrial employment, as well as age/ageing-appropriate models for “good work”, work-life balance concepts, modernisation of work, according to working life phases, the promotion of qualifications/advancement and more flexible opportunities for “becoming healthy and competent” in the workplace!