EnBW reduces working hours: focus on investments and shortage of skilled workers!

EnBW reduces working hours: focus on investments and shortage of skilled workers!

EnBW – Energie Baden-Württemberg – recently made important decisions to address the challenges of the shortage of skilled workers and planned investments in the energy sector. From 2024, employee working hours will increase from 36 to 38 hours per week. This measure is intended in particular to support the restructuring of the energy system and the necessary investments. Loud ntg24 The wage adjustment of 3.73 percent is also viewed in this context, which entails considerable additional costs for the company's total of 29,000 employees.

The announced changes have already had an impact on the company's share price: EnBW shares fell by 1.4 percent and were quoted at 69 euros. These developments come as part of intense political discussions about a possible weakening of existing working time regulations in order to increase productivity. However, trade unions are critical of these initiatives.

Shortage of skilled workers and staff expansion

In order to address the shortage of skilled workers, EnBW plans to hire more than 9,600 new employees by 2026. Colette Rückert-Hennen, Head of Human Resources at EnBW, emphasizes the need for flexibility among employers as a crucial factor in this process. Simple regulations such as flexible working hours and hybrid working models should help to expand the pool of qualified specialists bw24 reported.

Promoting existing employees through further training and recruiting career changers are also seen as key strategies. EnBW relies on a training concept that focuses on digitalization; This includes offerings in 3D printing, robotics and drone driving licenses. Over 80 percent of the training positions for the coming year have already been filled, which is a positive development.

Diversity and recognition

An important aspect of the human resources strategy is the promotion of women in leadership positions and the elimination of hurdles for people with disabilities. Rückert-Hennen emphasizes that the recognition of foreign qualifications is a central point in integrating qualified specialists into the labor market.

In order to combat the shortage of skilled workers, a change in hiring practices towards a search for skills is considered necessary. EnBW also sees the need to specifically train career changers and older employees (50+) and integrate them into the company. In addition, the company plans to review and, if necessary, expand the compensation system and other benefits in order to increase its attractiveness as an employer.

EnBW's joint strategy shows that the company strives to remain future-proof while at the same time meeting the demands of change. With a clear focus on further training, diversity and innovative training approaches, EnBW aims to successfully meet the challenges of the modern working world.