Working and ageing - Cedefop - Europa

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50 Working and ageing Guidance and counselling for mature learners The causes of transitions vary, however. They may be caused by unemployment, illness, (partial) disability, (semi-)retirement, care leave or (re)training. In transitional situations II (transitions between unemployment and employment), IV (transitions between private households and employment) and V (transitions between employment and retirement), a return to the core labour market is only possible in most cases with training or retraining (R). Retraining the unemployed, women wishing to work, and even in some cases activation of older people or people temporarily unable to work is an important part of active labour-market policy in European countries. Transitional situation III (transitions between employment and education) also describes continuing vocational training of employees as well as training in connection with, for example, educational leave, parental leave or jobrotation ( 15 ). Positional changes are not just flows between situations; they are also determined by permanent societal structures and institutions. The combination of flows and societal situations, moreover, defines the transitional labour market concept not only as an analytical research concept, but also as a starting point for passive and active labour-market policies. Thus, this ʻheuristicʼ scheme of transitional labour markets additionally implies the institutional prerequisites to implementing policies, which aim to further smooth and steady transitions. It also shows the institutional settings and arrangements for possible interventions: for example, training interventions by the State, collective agreements regulations, ageing policy, etc. The concept also describes different stages in the lifetime of individuals in a society. It further implies the individualʼs choice on how to cope with the different stages, as well as societal regulation/arrangements (by law, social policy measures, etc.) of these institutions. One central question raised is the form of political strategies to be used in different transitional stages to support these transitions. This is the institutional setting of ʻtransitional bridgesʼ between work and non-work (Schmid, 2006; Schmid et al., 1996). One core assumption of the concept is that the labour market works better if individuals are able to cope with transitions in and out of work, which occur ( 15 ) There are two forms of job-rotation: (a) internal form of work organisation in which individual employees exchange jobs with one another at regular intervals to improve their versatility or relieve monotony of the work; (b) a scheme for temporary replacement of existing employees during sabbatical, parental and training leave by unemployed persons. This form is especially well-known in Denmark and meant in this context.
CHAPTER 3 Demographic changes and challenges in Europe with special focus on Germany 51 during their working lifetimes. Activating employment policy has to provide and institutionalise transitional (framework) regulations between work and nonwork and create possibilities for individuals to react successfully to breaks in their life cycles or working life patterns. The degree to which individuals react successfully to critical life events determines the quality of their lifetime careers. This also implies a political debate on the different transitions. It is necessary to create possibilities for individuals to maintain a continuous link with the labour market throughout their lifetimes. If individuals are (temporarily) outside the labour market, institutional stimuli should exist to enable individuals to return to work. It is important to invest continuously in human capital. It is essential for policy to reduce irreversible choices. To support training activities of individuals, guidance and counselling through public service providers could be helpful. An example of a successful instrument is the training cheque programme in the German federal state of North Rhine-Westphalia. It offers enterprises and employees in SMEs financial support for continuing vocational training. Use of the training cheque requires obligatory, but free counselling at consultation centres (Jelich, 2009; Moraal 2007b). The enterprise is an important determinant of working life patterns. Working life patterns are linked directly to processes within enterprises. Among other things, enterprises need to adapt to rapidly changing market conditions while ensuring a certain stability and continuity of production. Flexible use of the labour force secures optimal use of production factors. However, too much emphasis on flexibility also harbours dangers, for example to continuity of labour supply. High rotation of personnel bears high operational costs (such as induction/training), as well as diminishing staff commitment and enterprise loyalty and insufficient investment in human capital. Participation in working life is a condition for social inclusion of individuals and societal groups. However, individuals are increasingly confronted with voluntary and involuntary transitions in and out of work. 3.4.2. Transitional forces on the labour market: the ʻpush, pull, jump, stay, (re)entryʼ approach This section focuses on flexible transitions from the core labour market to retirement (or temporary disability) and vice versa (transition V) as well as from (long-term) unemployment of older persons to the core labour market and vice versa (transition II). These transitions, however, are not mere supply and demand processes, as the ʻpush, pull, jump, stay, (re)entryʼ approach stipulates (Bredgaard and Larsen, 2005; Gambetta, 1987; Sørensen and Møberg, 2005). In this approach, patterns of different combinations of
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EN Working and ageing Guidance and
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A great deal of additional informat
Page 7 and 8: Foreword Population ageing is one o
Page 9 and 10: Acknowledgements This publication r
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100 Working and ageing Guidance and
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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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Table 9.4. Use of past work experie
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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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CHAPTER 13 A Swedish programme for
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CHAPTER 14 Realising the potential
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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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