Lifecycle Approach To HRM

6. Client orientation provides quality services and increases accessibility and responsiveness, for greater public satisfaction.

7. Communication and change management support all programmes and themes. Better communication facilitates greater clarity, transparency and participation.

The German Employment Agency’s Lifecycle Approach

The German Employment Agency’s Lifecycle Approach to HRM is an intergenerational approach to enhancing the work ability of its staff and focuses on competence, health and engagement to promote lifelong learning and well-being in the workplace. Promoting lifelong learning helps support all measures to promote sustainable change and innovation. The approach is made up of a variety of measures which, as a whole, support

It tackles the most challenging issues, such as career downturns during parental leave, by supporting leadership through dialogue-based instruments and tapping into staff potential at every age. Strengthening mental health and well-being in the workplace mainly requires addressing leadership and collaboration issues and requires “healthy leadership”. This type of leadership addresses the emotional aspects of working relationships between superiors and their staff. The main risk is not making a shift in leadership training. Individualised HR management is a major leadership challenge. Leaders must be prepared to lead mixed-age teams and to go for more transformational leadership. At the same time, the Bundesagentur für Arbeit is taking action to also strengthen leaders’ resilience and

· Objectivity – everyone is equal before the law; objectivity and impartiality must be observed.

· Free formation of opinion – Swedish democracy is founded on the free formation of opinion.

· Respect for all people’s equal value, freedom and dignity – public power is to be exercised with respect for the equal worth of all and for the freedom and dignity of the individual.

· Efficiency and service – efficiency and resource management must be combined with service and accessibility.

By necessity, these principles are formulated in a general way. It is up to civil servants and their management to clarify what they mean in the context of their particular activities. Different principles may sometimes be in conflict with each other. It is then a matter of carefully weighing up alternatives that remain within the law and do not disregard important values.

Central government employees often have a high degree of independence in their work. Many times they may discover that the law or regulations leave scope for interpretation. It is at such times, when civil servants have to rely on their own judgement, that the central government’s basic values play a particularly important guidance