Working and ageing - Cedefop - Europa

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66 Working and ageing Guidance and counselling for mature learners Moraal, D. et al. (2009b). A look behind the scenes of continuing vocational training in Germany: facts and figures from the supplementary national survey to CVTS3. Bonn: BIBB (BiBB report 7/09). http://www.bibb.de/en/50699.htm [6.6.2011]. Pfeifer, Ch. (2005) Flexibility, dual labour markets, and temporary employment: empirical evidence from German establishment data. Management revue, Vol. 16, p. 404-422 Pfeifer, Ch. (2009). Fixed-term contracts and employment adjustment: an empirical test of the core-periphery hypothesis using German establishment data. Economic record, Vol. 85, Issue 268, p. 92-107. Schmid, G. (1994). Reorganisation der Arbeitsmarktpolitik. Märkte, politische Steuerung und Netzwerke der Weiterbildung für Arbeitslose in der Europäischen Union [Reorganising labour-market policy. Markets, political governance and networks of continuing training for the unemployed in the EU]. Berlin (WZB Discussion paper FS I 94-213). Schmid, G. (2006).Transitional labour markets: experiences from Europe and Germany. Australian bulletin of labour, Vol. 32, No 2, p. 114-138. Schmid, G. (1993). Übergänge in die Vollbeschäftigung. Formen und Finanzierung einer zukunftsgerechten Arbeitsmarktpolitik [Transitions to full employment: forms and financing of a future-oriented labour-market policy]. Berlin (WZB Discussion paper FS I 93-208). Schmid, G. (2002). Wege in eine neue Vollbeschäftigung. Übergangsmärkte und aktivierende Arbeitsmarktpolitik[Way to a new full-employment: transitional markets and activating labour-market policy]. Frankfurt am Main: Campus Verlag. Schmid, G. et al. (ed.) (1996). International handbook of labour market policy and evaluation. Cheltenham: Edward Elgar Publishing. Schönfeld, G. (2006). Ältere Arbeitnehmerinnen und Arbeitnehmer in Belgien, Dänemark, Deutschland, Österreich und den Niederlanden: Internationale Vergleichszahlen [Older workers and workers in Belgium, Denmark, Germany, Austria and the Netherlands: international comparative figures]. Bonn: BiBB. Sørensen, J.H.; Møberg, R.J. (2005). National framework conditions for employment of the age group 55-64 in selected sectors in a Danish region. CARMA-contribution to Phase 1 of the project: ageing and qualification, CARMA, Aalborg University, 18.10. 2005. Bonn: BiBB.
CHAPTER 4 Individual and organisational predictors influencing ageing workersʼ employability Ida Wognum, Anouk Breukers, Max Wittpoth, Beatrice van der Heijden An important way to improve ageing workersʼ employability is through participation in formal and informal human resource development (HRD) activities. However, older workers remain underrepresented in most forms of training and development, and company policies are hardly directed at improving older workersʼ employability through learning and development initiatives. Personal motivation and ability to learn reflect employeesʼ accountability for investments in their own development. Organisations need to promote competence development of employees, by means of, for example, a supportive and stimulating learning climate, supervisor support, and good social relationship between employees and their supervisors. Two studies were recently carried out to identify which individual and organisational factors affect employability of an ageing workforce. The most important findings are presented here. Based on these findings, recommendations are made to stimulate companies to develop and implement strategies to improve ageing workersʼ employability. 4.1. Introduction Against increasing competition, redundancies, business closures and mergers and an increasing degree of uncertainty, organisations must be able to adapt to fluctuations in demand and changes in their environment to ensure organisational viability (Valverde et al., 2000). They, therefore, require a highly employable workforce that not only performs well in its current job, but that is also able to take over new tasks and functions within, or outside the organisation in case one has to leave oneʼs current employer. In this respect, the changing demographic composition of the world population is an important issue. Countries are facing unprecedented demographic changes. In the
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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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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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