Working and ageing - Cedefop - Europa

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222 Working and ageing Guidance and counselling for mature learners Career-end management systems must consider that ageing workers usually see things differently from when they were young: they may have poorer health, they have a shorter professional view and may need to reorganise their priorities in and outside work. To set up a new vocational project during this life period means to be able to take all these dimensions into account. The final recommendation focuses on attention to be paid to the period just prior to embarking on a programme, when designing it. Companies have to consider ageing workersʼ specific issues. For example, when asking ageing workers to pass on their knowledge, it must be done in a way from which they will benefit. If they do not see any advantage or if they fear being made redundant, or if they feel it is going to be much work and they are already tired of the job, they will not commit to the system. In the call centre case, some ageing workers who were offered other jobs thought that it not worth the effort, because the new job did not make sense to them, and they did not have much time left in their professional lives. Older workersʼ commitment may be a delicate matter, because of substantial fears, lack of incentive, or difficulties to appreciate the benefits of further investment in their careers. These issues have to be fully discussed before committing to a system, which requires devoting some time to this step. It could involve individual monitoring, but in some cases, it appears that a more collective approach can also help. For instance, group information sessions, run by a consultant, can reassure colleagues by providing an interactive platform to express common fears and defuse them, which is very effective in removing a key barrier to career development later in life. References Barbier, JM. (1992). La recherche de nouvelles formes de formation par et dans les situations de travail [Search for new forms of training by and at work]. Éducation permanente, No 112, p. 125-146. Bugand, L. et al. (2009a). Les bonnes pratiques des entreprises en matière de maintien et de retour en activité professionnelle des seniors [Good corporate practices in maintaining and returning to professional activity of older workers]. Lyon: ANACT (Rapport dʼétude [Study report]). Bugand, L. et al. (2009b). Maintien et retour en activité professionnelle des seniors, guide pour lʼaction [Maintaining and returning to professional activity of older workers. Guide to action]. Lyon: ANACT.
CHAPTER 11 Maintaining senior employment: some lessons from best practices in France 223 Caser, F.; Conjard, P. (2009). Transfert des savoir-faire dʼexpérience [Transfer of experiential know-how]. Lyon: ANACT. Cedefop (2008). Terminology of European education and training policy: a selection of 100 key terms. Luxembourg: Publications Office of the European Union. Delgoulet, C. et al. (1997). Training older workers: relationships between age, other trainee characteristics and learning anxiety. In: Kilbom, A. et al. Work after 45? Proceedings from a scientific conference held in Stockholm, 22 to 25 September 1996. Solna (SE): National Institute for Working Life, p. 70-78 (Arbete och Hälsa [Work and health], No 29). Dewey, J. (1938). Expérience et éducation [Experience and education]. Paris: Armand Colin. Finot, A. (2000). Développer lʼemployabilité [Developing employability]. Paris: Insep Consulting Edition. Gazier, B. (1990). Lʼemployabilité: brève radiographie dʼun concept en mutation [Employability: a brief ray of a changing concept]. Sociologie du travail, No 4, p. 575-584. Gazier, B. (2006). Lʼemployabilité [Employability]. In: Allouche, J. et al. Encyclopédie de gestion des ressources humaines [Encyclopedia of human resource management]. Paris: Vuibert, p. 350-357. Gazier, B. (2009). Parcours professionnels et conditions de travail: dimensions individuelles et collectives de lʼemployabilité [Career paths and working conditions: individual and collective dimensions of employability]. Éducation Permanente, No 181, p. 149-153. Hategekimana, R.; Roger, A. (2002). Encourager les salariés à développer leur employabilité: une réponse à des préoccupations stratégiques des entreprises [Encouraging workers to develop their employability: a response to strategic business concerns]. In: Gestion des ressources humaines et stratégie: XIII è congrès annuel de lʼAGRH [Human resource management and strategy: XIII th annual Symposium of the HRMA], Vol. 2, p. 205-218. Kolb, D.A. (1984). Experiential learning: experience as a source of learning and development. Englewood Cliffs: Prentice Hall. Le Boterf, G. (1997). Professionnaliser, le modèle de la navigation professionnelle [Professionalisation: the model for professional orientation]. Paris: Éditions dʼOrganisation. Marquié, J.C. (1995). Changements cognitifs, contraintes de travail et expérience: les marges de manœuvre du travailleur vieillissant [Cognitive changes, work strain and experience: room for maneuver of
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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ʻflexicurityʼ model is challenged
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different forms of retirement (2010
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8.8. Policy considerations CHAPTER
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9.1. Introduction CHAPTER 9 Changin
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CHAPTER 9 Changing patterns of guid
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CONCLUSIONS Ageing Europe at work -
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EN Working and ageing Guidance and
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Working and ageing - Cedefop - Europa

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