Working and ageing - Cedefop - Europa

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258 Working and ageing Guidance and counselling for mature learners target group competence was easier to identify, and the average age was lower. This made employability of the group higher. Competence related to market needs stands out as a key factor in the comparison. 13.6. Conclusions The career switching model applied is innovative and may provide older employees with much better opportunities than if discharged according to normal labour market routines. Both the Swedish Armed Forces and Ericsson were eager to show they cared for their employees, and to retain good relationships with trade unions. To apply career switching policies is an expression of the Swedish Armed Forcesʼ ambition to be known as ʻa good employerʼ. To fire older employees and, at the same time, recruit young ones, was not considered in line with this ambition. And it is, from a general societal point of view, of high interest to find ways to preserve employability of older people also when they are made redundant. To make career switching voluntary and combine it with ambitious career development programmes is to assume social responsibility. It is therefore essential to find out under what conditions such an approach might be successful. Career switching incentives for the target group were insufficient, while in the Ericsson case they were sufficient. However, incentives were not very different in the two cases: about the same time of paid leave and access to personal external coaching. Aspects that were different and can be assumed to be decisive for the degree of success were information strategies and perceived employability. There was a lack of middle management support in the career switching project: commanding officers as well as personnel managers in many units did not publicise the project, so there was insufficient knowledge about and trust in the offer; this was totally different at Ericsson, where managers were deeply involved. Lack of perceived employability of military officers that we met during interviews seems to be based primarily on uncertainty that military competence is recognised in the civilian market. It is a problem that military competence is to a large extent poorly documented and validated. At Ericsson, senior engineers in the target group had a much clearer competence profile. Despite the bleak outcome of the career switching project, the Swedish Armed Forces decided recently to make permanent career switching a tool in its ongoing organisational restructuring. Results from our study emphasise
the need to address the key issues of information and employability in the programme design. This lesson should be of interest to any organisation launching a similar restructuring project. A most important condition that must be met to achieve success in a programme for simultaneous discharge and recruitment based on consent and social responsibility is to support continued employability of employees. Individual competence development planning, implementation of lifelong learning principles, and validation of competences, are key factors. Access to professional coaching services supporting individual matching based on transparent competence records is an essential ingredient of career switching. Acknowledgements Support from the career switching project team of the Swedish Armed Forces is gratefully acknowledged. The present study is also related to the EU project ʻBest agers: using the knowledge and experience of professionals in their prime to foster business and skills development in the Baltic sea region (European Regional Development Fund, Baltic sea region, Project No 037). References CHAPTER 13 A Swedish programme for phasing out older employees based on consent and social responsibility 259 Adams, G.; Beehr, T. (1998). Turnover and retirement: a comparison of their similarities and differences. Personnel psychology, Vol. 51, Issue 3, p. 643-664. Allen, N.J.; Meyer, J.P. (1996). Affective, continuance and normative commitment to the organisation: an examination of construct validity. Journal of vocational behaviour, Vol. 49, Issue 3, p. 252-276. Bergström, O.; Diedrich, A. (2006). European corporate social responsibility and restructuring. Transversal theme: companies. IMIT and School of Business, Economics and Law, University of Gothenburg. Berntson, E. (2008). Employability perceptions. Nature, determinants, and implications for health and wellbeing. Stockholm University (Ph.D.Thesis). Börnfelt, P-O. (2009). Arbetsorganisation i praktiken. En kritisk introduktion till arbetsorganisationsteori [Work organisation in practice: a critical introduction to the theory of work organisation]. Stockholm: SNS Förlag [in Swedish].
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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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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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their continuing learning and devel
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CHAPTER 10 Career development in la
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life, much will change. Cate and Jo
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CHAPTER 11 Maintaining senior emplo
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Working and ageing - Cedefop - Europa

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