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This paper exhibits a study about medium-sized companies in Austria (in the region of Salzburg). There are the HR manager in the center of attention and their views of relaying processes in companies and their "Conception of Man". The employee recruitment and job assurance represent a major challenge up against the background of demographic developments in Europe [1]. HR managers are looking out for the self-interest of companies, in search for highly qualified talents. In the scientific literature, characteristics of recruitment processes are increasingly using the terminology "war of talents". Due to "war of talents" employees that have been working for 10 or more years in a company have been greatly affected. They are the ones who pass on their knowledge to new employees and they know their company. So the following question is in the core of the paper: From the perspective of HR managers: How can the intergenerational transmission processes be described – what do the older "learn" from the younger employees and vice versa? These issues are illustrated by an empirical study. The companies were willing to provide an insight into their practice of recruiting with detailed conversation. The theoretical framework of the paper is based on the classical theory of Schleiermacher who grapples with the question of what role can play the older generation to the younger generation. The theory Schleiermacher's will be highlighted by this study empirically and carried a reformulation with respect to the challenges of relaying processes in pluralistic societies.

Who Gives to Whom? - Generations in the Workplace and Perceptions of Transfer Processes in Business Enterprises