Working and ageing - Cedefop - Europa

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62 Working and ageing Guidance and counselling for mature learners carry out self-assessment of the skills they have acquired. Overall three guiding tools were produced, one for enterprises, one for employees and one for use in training institutions. Each of these groups has a specific view on employment and qualification in the advanced ageing period and therefore specific demands and needs. (Husemann et al., 2007). The AgeQual project also focused on promoting regional qualification networks. The region is the starting point for building such a policy network. Specific frame conditions for interaction between regional actors have to be considered. Region-specific resources should be used to achieve the aims of active networking. Regionspecific coordination and conflict potentials have to be identified and considered by setting up a regional network of regional actors. SMEs in particular do not have information and resources regarding qualification needs. These enterprises need advice about their enterprise qualification profile and future qualification developments. Successful qualification strategies should be based on existing relationships between regional actors and on knowledge and competences of these actors. Active networking means establishing a win-win situation for all involved. However, active networking and management of networks will always operate in the space between conflict and cooperation. In Thuringia, a network of qualification counsellors exists ( 22 ).Qualification counsellors work at regional level and regularly visit enterprises to discuss qualification demand. They use the three guiding tools developed by the AqueQual project to enlarge their normal working field to cover age-related strategies. The strategic aim is to improve cooperation between enterprises and regional institutions and support regional structures (not only enterprise level) to increase employment of ageing workers (Husemann, 2010). 3.6. Summary Discussion about the ageing population and labour force is dominated by political discourse focusing on the supply side of the labour market. Forecast growth in the population outside the labour force is considered the major challenge. To prevent – or at least reduce – anticipated growth of the ʻsocietal burdenʼ, most governments have already initiated – or are preparing – reforms of pension and social security schemes aimed at increasing employment of older persons and prolonging their stay in the labour force. ( 22 ) See http://www.qualifizierte-fachkraefte.de [17.6.2011].
German enterprises are aware of the risks they will face in the future. As seen, they already use various measures to counter predicted skills shortages and ageing workforce. Continuing vocational training is one measure to help employees to stay longer in employment or to cope better with transitional phases of unemployment or family care. At the moment, at least in Germany, training measures are not one of the most important activities. However, disposition of older employees in the labour market depends, among others, on their qualifications. By such measures they can update their qualifications, protect their jobs or even improve their position in the labour market. To face demographic challenges, German enterprises should offer more age-based long-lasting support measures. Some are presented in this chapter (besides training, such as regional qualification networks, improvement of work or health conditions, age-oriented personnel policies). Better counselling and guidance and public support of both enterprises and employees will be needed. Lessons learned from successful initiatives (such as qualification counsellors in Thuringia or obligatory counselling from consultation centres to get a training cheque in North Rhine-Westphalia), should be used when expanding these policies and measures. References CHAPTER 3 Demographic changes and challenges in Europe with special focus on Germany 63 Bannwitz, J. (2008). Ältere Beschäftigte und betriebliche Weiterbildung. Ergebnisse des CVTS3 [Older workers and job training: CVTS3 results]. Bonn: BIBB. Behringer, F. et al. (2008). Betriebliche Weiterbildung in Europa: Deutschland weiterhin nur im Mittelfeld. Aktuelle Ergebnisse aus CVTS3 [Company-based training in Europe: Germany still only in the midfield. Recent results from CVTS3]. In: Berufsbildung in Wissenschaft und Praxis [Vocational training in science and practice], Vol. 37, No 1, p. 9-14. Bellmann, L.; Leber, U. (2008). Weiterbildung für Ältere in KMU [Training for older workers in SMEs]. In: Sozialer Fortschritt [Social progress], Vol. 57, No 2, p. 43-48. Bellmann, L.; Leber, U. (2006). Weiterbildung in KMU [Training in SMEs]. In: Weiß, M. (ed.). Evidenzbasierte Bildungspolitik: Beiträge der Bildungsökonomie [Evidence-based education policy: contributions of the economics of education]. Berlin, p. 115-130. Booth, A.L. et al. (2002). Labour as a buffer: do temporary workers suffer? Bonn: IZA (Discussion paper, No 673).
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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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112 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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