Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
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<strong>Working</strong> <strong>and</strong> <strong>ageing</strong><br />
Guidance <strong>and</strong> counselling for mature learners<br />
Key success factors<br />
Success factors related to system design are:<br />
(a) strong human resources mobilisation: managers were able to devote time<br />
to communicate, <strong>and</strong> provide regular individual monitoring;<br />
(b) time allowance: most of the process took place during working hours;<br />
(c) review carried out by external third-party (corporate human resources or<br />
external consultant): this helped to distinguish it from the usual<br />
assessment process led by managers <strong>and</strong> to show a larger range of<br />
internal job offers;<br />
(d) impact of group sessions at start of process: these sessions, run by a<br />
consultant, helped to reassure colleagues about expressing similar fears,<br />
through group interaction between employees.<br />
Success factors related to environment are:<br />
(a) clarity of pathways opened: this was made possible by manpower<br />
planning (job mapping, cross-bridges);<br />
(b) means of encouraging mobility: internal job marketplace opened, one-time<br />
assignments offered, corporate human resources dedicated to project;<br />
(c) management trained to support the approach: informed about the<br />
programmeʼs objectives, they were more likely to provide steady<br />
managerial support for the relevant employees.<br />
Outcomes <strong>and</strong> steps requiring extra care with regard<br />
to the senior population<br />
Of employees above age 50, 51% took part in the programme <strong>and</strong> accounted<br />
for 32% of the Escale programme headcount, though they make up<br />
approximately 20% of the total headcount. Of older workers who chose to sign<br />
up for the Escale programme, 90% did so after the first interview. Slightly more<br />
than 26% of older workers who entered the programme reported it impacted<br />
on their career paths (internal assignment, internal or external mobility,<br />
development in current position, internal plan).<br />
However, overall, <strong>ageing</strong> workers benefited less from the programme<br />
initiatives designed to foster employability or mobility. This outcome is likely<br />
to be due to the socioprofessional categories into which most seniors fall,<br />
namely manual workers or supervisors, who have limited internal development<br />
opportunities for the time being.<br />
This illustration confirms:<br />
(a) the positive effects that an initial career review period can have in stirring<br />
an older population into action, when the population has experienced little<br />
change up to that point: this is a time dedicated to creating the confidence