Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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that the workforce in Polish firms in the sample is on average slightly younger than in German firms. A representative survey showed that Polish firms with 250 and more workers employ on average 23.7 per cent of workers above the age of 50 (Ipsos 2007, Excel Table pq3_1). The firms in my sample are therefore typical for Polish firms of similar size. 165
Table 20: Establishments studied in Southern Poland in spring 2005 (HRM) and spring 2006 (TU) ALIAS SECTION of economic activity (based on main activity) acc. to NACE No. of EMPLOYEES (2005) (*=incl. apprentices) % of workers „50 PLUS“ at studied site (2005) AVERAGE AGE of workers at studied site (2005) Legal FORM OF FIRM; ownership (* = foreign) FINANCIAL CONDITION of branch (dev. of employment 2004- 2006) DOWN-SIZING during interview period? Firm PL-1 Post and Telecommunications 1,600 15% n.s. Public body negative No HRM/TU Firm PL-2 Man. of Food Products and Beverages Firm PL-3 Man. of Food Products and Beverages Firm PL-4 Man. of Electrical Machinery a. Apparatus n.e.c. 373 (at 7 sites) 21.5% (at 7 sites) n.s. Cooperative slightly negative* Yes HRM/TU 351* 13% 35 years Limited liability company 2,321 13.4% 41 years Stock corporation, mixed ownership* INTERVIEWEES & other qualitative data slightly negative* No CEO (no trade unions in company) positive No (but before 2005) CFO/TU Firm PL-5 Man. of Rubber and Plastic Products (1); Architectural a. Engineering Activities; Man. of Medical, Precision a. Optical Instruments (2); a.o. Firm PL-6 Man. of Basic Metals (1); Man. of Metal Products (2); Man. of Machinery and Equipment (3) 375 (2004) 21.3% (2004) n.s. Sole proprietorship company; private ownership* 603 (2006) 20.7 (2006) 41 years – ♂.; 42 – ♀ (2006) 40 y. (2004) Firm PL-7 Construction 239* 42.3% 47.5 y. – whitecollar-w.; 45.5 y. – blue-collar w. Firm PL-8 Community Service Activities (1); Electricity, Gas a. Water Supply (2) Stock corporation, mostly private ownership Stock corporation, mixed private and public ownership 772 (2004) 32.5% at age 51+ (2004) 45.4 years (2004) Stock corporation, public ownership Firm PL-9 Electricity, Gas a. Water Supply 650 (2004) 29.5% (2004) 45 years (2004) Stock corporation, mixed private and public ownership* Firm PL-10 Man. of Chemicals and Chemical Products 199 18.6% n.s. Stock corporation; private ownership Firm PL-11 Man. of Transport Equipment 415 36.3% at age 51+ 45.7 years (2004) Stock corporation; mostly private ownership Firm PL-<strong>12</strong> Man. of Transport Equipment 628 (2004) 14.1% at age 51+ (2004) 42.7 years (2004) Limited liability company* Firm PL-13 (group) Man. of Chemicals and Chemical Products 1,944 17% at age 51+ 41.1 years (at holding company) Stock corporation; private ownership* (1): positive (2): negative (1): positive (2): positive (3): positive No (but before 2005) HRM (no TU in company) Yes (before 2006) HRM/TU positive Yes (seasonal adjustments before 2006) HRM/TU (2): negative Yes (before 2006) HRM/TU negative Yes HRM/2 TU (separately) positive No (but before 2005) positive No (but before 2005; curr. hiring freeze a. delays in wage paym.) positive No (but before 2005, afterwards outsourcing) positive No (but before 2005) HRM & TU HRM/TU HRM; 2 administrative workers/TU HRM & administrative worker/TU 166
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Chances and Barriers for the Prolon
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Acknowledgments I would like to tha
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Table of Contents 1. Introduction 1
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5.2. Determinants at Establishment
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List of Tables Table 1: Crucial pen
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LIST OF ABBREVIATIONS ATZ - Alterst
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older workers, and to preserve thei
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Germany and Poland were chosen as c
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under the factual minimum standards
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Figure 1: Firm-level decisions and
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Figure 2: Decisions and actions wit
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about by profit considerations in t
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concomitantly, the related opportun
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- retirement ages/age limits (Kohli
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In Poland, there exist no in-depth
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workers (´problem group´) and tre
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the view to structural factors and
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The authors sought to analyse wheth
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imposed in Germany, despite being b
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2.4. Explanations at Collective Bar
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2.5. Conclusions The depicted theor
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the development of qualitative meth
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concrete, context-based knowledge (
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I had originally intended to focus
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I chose the software MAXqda for thi
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strategy´, resp. ´muddling throug
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Figure 3: Country-specific analytic
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3.2.1. Overview of Changes in Pensi
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the early retirement scheme, and fi
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pathway, the flexible and partial p
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was utilised already since the late
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3.2.2. Overview of Changes in Labou
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criteria of what jobs are they are
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With regard to the legal and collec
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Figure 4: Inflows of men into the p
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of the average retirement age by on
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Figure 8: Employment rates of older
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Institutional changes have also had
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environment, prevention of health i
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urdens of the workforce and suggest
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ased on social insurance and their
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Moreover, “pensions of persons wo
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granted to unemployed women aged 58
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not promote a prolongation of worki
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education vouchers for workers 45+
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force had a low work ethos, low wor
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Figure 9: Annual numbers of recipie
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pensioners decreased by 41 per cent
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Figure 11: Employment rates of olde
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preferred way of exit due to easy a
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espective constituency and inhibits
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Figure 12: Fulfilment of Stockholm
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whom a separate pension system is m
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conducive towards the prolongation
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Due to the negligence in the field
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The position of older workers on th
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fact in Germany rather than in Pola
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2) the supply-side orientated inter
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Difficulties with recruitment of qu
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learning to the needs of older pers
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(Schmidt/Gatter 1997: 168), in Pola
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4.2.1. Presentation of the Studied
Page 125 and 126: Firm DE-14 Man. of Transport Equipm
Page 127 and 128: opinions by adding that similar tra
Page 129 and 130: Table 16: Focus of personnel policy
Page 131 and 132: 4.2.3. Recruitment Practice Good pr
Page 133 and 134: egardless of their individual capab
Page 135 and 136: “The movements within the firm -
Page 137 and 138: epresentative or manager). However,
Page 139 and 140: The interview guideline for my firm
Page 141 and 142: tear. However, the externalisation
Page 143 and 144: publicly owned firms (Firm DE-1, Fi
Page 145 and 146: At aggregate level, the existence o
Page 147 and 148: means for „exchanging the old for
Page 149 and 150: Box 4: Good practice in employee ex
Page 151 and 152: combination of the receipt of unemp
Page 153 and 154: where workers cancelled the previou
Page 155 and 156: and the agitation by the works coun
Page 157 and 158: and on the other side, externalisat
Page 159 and 160: severance payment in case of the 58
Page 161 and 162: older workers, without further adju
Page 163 and 164: ationalisation, and foster adaptive
Page 165 and 166: with a health management professor
Page 167 and 168: only limited impact (and interest)
Page 169 and 170: those who cannot was reported by fi
Page 171 and 172: I made out some forms of irrational
Page 173 and 174: Another result of my studies, which
Page 175: sections of this work. At aggregate
Page 179 and 180: 4.3.2. Overall human resource manag
Page 181 and 182: wages, jubilee awards, or a longer
Page 183 and 184: dominate over measures which treat
Page 185 and 186: education, computer literacy, knowl
Page 187 and 188: the recruitment practice. In the ab
Page 189 and 190: To sum up, applicants over 50 are t
Page 191 and 192: training is provided for persons
Page 193 and 194: Neither hypothesis 2A nor hypothesi
Page 195 and 196: an occupational safety inspector. B
Page 197 and 198: The internalisation strategy - job
Page 199 and 200: supported with regard to the age of
Page 201 and 202: firms have an even longer protectio
Page 203 and 204: standard retirement age, the option
Page 205 and 206: A striking feature in most firms is
Page 207 and 208: A polarisation in exit preferences
Page 209 and 210: espective improvements in several H
Page 211 and 212: That analysis evidently demonstrate
Page 213 and 214: Figure 13: Procedure of translating
Page 215 and 216: policy, as they have experience on
Page 217 and 218: each firm would be needed. From the
Page 219 and 220: working conditions). Also instituti
Page 221 and 222: of home country nationals in manage
Page 223 and 224: European corporation which is very
Page 225 and 226: Figure 14: Firm typology Firm label
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The qualitative support for the hyp
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eacted to pension reforms which sou
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Germany are more successful in prot
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older workers, but I nevertheless u
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5. Barriers and Opportunities for P
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At firm level, the neo-classical la
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go policies´ (Schömann 2006: 135)
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differences in EU impact are visibl
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prevention does not play a role yet
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from coal heating to gas and oil, r
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innovative ideas of work-life balan
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term orientated, personnel policy r
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Badura, Bernhard; Schellschmidt, He
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Brown, Halina Szejnwald; Angel, Dav
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Dunn, Suzanne, 2005: “Effective S
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Frerichs, Frerich; Bögel, Jan (eds
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Heidenreich, Martin, 1991: "Verallg
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Kistler, E.; Ebert, A.; Guggemos, P
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Marstedt, Gerd et al., 2003: Alt we
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etrieblicher Personalpolitik und st
Page 267 and 268:
Rustemeyer, Ruth, 1992: Praktisch-m
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Stettes, Oliver, 2007: Impact of Co
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Weitbrecht, Hansjörg, 2003: „Hum
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Annex A: Interview Guidelines (Exam
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early retirement scheme, freeze on
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Annex B: Short Firm Questionnaire (
Page 279 and 280:
Annex C: Constructing Firm Typologi
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