ibu institut für berufsbildung und umschulung gmbh
LebensphasenKompass MSE: rethinking workforce development
At a glance
LebensphasenKompass MSE helps SMEs in the Mecklenburg Lake District attract and retain skilled employees and support their motivation, health and satisfaction through life-stage-oriented HR practices.
Questions & advice
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Your contact
You can reach the ibu team at 038757 5070 or by email.
LebensphasenKompass MSE
Skills shortages, demographic change and changing life plans mean businesses need to set the course today for tomorrow and beyond.
But how can they attract employees and also retain, motivate and support their health over the long term?
The answer: An HR strategy that puts people first at every stage of life.
This is where LebensphasenKompass MSE comes in.
We help small and medium-sized businesses in the Mecklenburg Lake District align their HR practices with their employees' different life circumstances from their first working years to the transition into retirement.
Why a life-stage-oriented HR approach matters today
Employees' needs vary greatly over their working lives. An apprentice seeks guidance and development opportunities; a young family needs flexible working hours; an experienced employee wants to extend or share their knowledge; and someone approaching retirement may be considering a gradual transition.
Businesses that understand and actively support these stages:
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Build loyal, motivated teams,
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Preserve valuable experience and knowledge,
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Increase their appeal as employers at a time when skilled employees have clear expectations.
What we want to achieve with LebensphasenKompass
LebensphasenKompass MSE helps businesses align their HR policies so they can recognise, develop and use their employees' potential and respond to their needs at every stage of life.
We aim to:
- Develop practical HR strategies from apprenticeship to retirement
- Develop tailored solutions for every life stage and business size
- Create working conditionsthat support health, motivation and development
- Enable a sustainable skilled workforce through long-term retention and knowledge transfer
In this way, we strengthen businesses in the Mecklenburg Lake District economically, structurally and as workplaces for people.
Competence development plans and practical guides
As part of the “LebensphasenKompass MSE – Rethinking workforce development” project, we provide practical competence development plans and guides.
These resources help companies identify the individual needs and potential of employees at different stages of life, provide targeted development and retain knowledge and skills over the long term.
The PDF documents are available below for viewing or downloading. Select the card for the resource you need. All documents are currently available in German.
Competence development plans and practical guides
Select the document you need. You can view or download each PDF. The documents are currently available in German.
pdf · project leaflet · German
LebensphasenKompass MSE at a glance
Project overview for LebensphasenKompass MSE. This document is available in German.
pdf · German · life stage 1
Life stage 1 – Starting a career
Recruit, support and retain early-career professionals.
pdf · German · life stage 2
Life stage 2 – Career development & work-life balance
Support professional development and the reconciliation of work, family and caring responsibilities.
pdf · German · life stage 3
Life stage 3 – Experience & stability
Make use of professional experience, strengthen motivation and retain knowledge.
pdf · German · life stage 4
Life stage 4 – Transition to retirement
Support knowledge transfer and actively shape the transition to retirement.
Life stages at a glance and how businesses and employees can benefit
This is where the foundations are laid:
- Onboarding programmes that provide confidence and guidance
- Mentoring by experienced colleagues
- Early prospects for continued employment and development
The company demonstrates that work-life balance matters:
- Flexible working hours & homeworking options
- Parent-and-child offices or childcare subsidies
- Return-to-work programmes after parental leave
Employees want to develop:
- Individual continuing education & training
- Project responsibility and leadership development
- Flexible working arrangements for further education or personal projects
Prevention and support are important here:
- Workplace health promotion & resilience training
- Adapted working hours or allocation of tasks
- Reintegration after illness
More and more employees care for relatives:
- Care leave arrangements & short-notice leave
- Support with organisation and financing
- Flexible working models such as annual working time accounts
The transition is planned and handled with appreciation:
- Gradual retirement through part-time arrangements
- Knowledge transfer to younger employees
- Advice on retirement provision
