Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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• In your opinion, are there alternatives to early exit and dismissals of older workers which would reconcile both workers´ and corporate interests? Occupational old-age pension provision • Does your firm support savings into an occupational pension plan? What form does that support take (e.g. an own occupational pension plan or contributions to an external second-pillar scheme)? • What models of deferred compensation (Entgeltumwandlung) does your firm support? • How is the occupational old-age pension level calculated in case of early exit? When is the earliest takeup of that pension possible? • Do you perceive any connection between early exit and occupational old-age pension provision supported by your firm? • Are periods of child-care leave counted as years of service and does the firm pay contributions to the occupational pension plan during that time? • Do you cooperate with any consultancy firm on matters of occupational old-age pension provision? END OF THE INTERVIEW / Needed data • May I contact you again in two years in order to track changes in your firm´s personnel policy? • Could you please provide me with the following data: - company and personnel report; - completed short firm questionnaire [see next page]; statistical data on the age structure of your firm and on exit pathways; - results of personnel surveys (if any), any documentation of age management measures; - collective agreements and works council agreements on personnel policy matters touched upon in this interview? 265
Annex B: Short Firm Questionnaire (Example: Interview Guidelines used in Germany at the first interview wave in 2004) Complementary statistical data for firm case studies Name of the firm, main location _______________________________ Branch affiliation ____________________ Number of locations Germany ___________ of which: manufacturing sites ______________ Affiliation to a corporation/name of owner ______________________________ Number of employees (at studied location) 2003 ____________ 1995____________ Share of occupational groups (in %) White-collar workers __________ Blue-collar workers ___________ Changes in number of employees 2003 to 2002_______________________ Share of women (2003) ____________ Share of part-time workers (2003) (without ATZ) ___________ Share of older workers participating in the early retirement scheme (2003) Total ________ Women ________ Men ________ Share of severely disabled persons __________ Average age of workers 2003___________ 1995______________ Age structure of the workforce at the studied location in 2003 (in numbers of persons or in %) Up to 24 years _____________ men _____________ women____________ 25-29 _______________ men ______________ women____________ 30-34 _______________ men ______________ women____________ 35-39 _______________ men ______________ women____________ 40-44 _______________ men ______________ women____________ 45-49 _______________ men ______________ women____________ 50-54 _______________ men ______________ women____________ 55--59 _______________ men ______________ women____________ 60-64 _______________ men ______________ women____________ 65+ _______________ men ______________ women____________ 266
Page 1 and 2:
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
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Firm DE-14 Man. of Transport Equipm
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opinions by adding that similar tra
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Table 16: Focus of personnel policy
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4.2.3. Recruitment Practice Good pr
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egardless of their individual capab
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“The movements within the firm -
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epresentative or manager). However,
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The interview guideline for my firm
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tear. However, the externalisation
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publicly owned firms (Firm DE-1, Fi
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At aggregate level, the existence o
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means for „exchanging the old for
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Box 4: Good practice in employee ex
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combination of the receipt of unemp
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where workers cancelled the previou
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and the agitation by the works coun
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and on the other side, externalisat
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severance payment in case of the 58
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older workers, without further adju
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ationalisation, and foster adaptive
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with a health management professor
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only limited impact (and interest)
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those who cannot was reported by fi
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I made out some forms of irrational
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Another result of my studies, which
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sections of this work. At aggregate
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Table 20: Establishments studied in
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4.3.2. Overall human resource manag
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wages, jubilee awards, or a longer
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dominate over measures which treat
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education, computer literacy, knowl
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the recruitment practice. In the ab
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To sum up, applicants over 50 are t
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training is provided for persons
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Neither hypothesis 2A nor hypothesi
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an occupational safety inspector. B
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The internalisation strategy - job
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supported with regard to the age of
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firms have an even longer protectio
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standard retirement age, the option
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A striking feature in most firms is
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A polarisation in exit preferences
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espective improvements in several H
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That analysis evidently demonstrate
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Figure 13: Procedure of translating
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policy, as they have experience on
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each firm would be needed. From the
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working conditions). Also instituti
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of home country nationals in manage
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European corporation which is very
Page 225 and 226: Figure 14: Firm typology Firm label
Page 227 and 228: The qualitative support for the hyp
Page 229 and 230: eacted to pension reforms which sou
Page 231 and 232: Germany are more successful in prot
Page 233 and 234: older workers, but I nevertheless u
Page 235 and 236: 5. Barriers and Opportunities for P
Page 237 and 238: At firm level, the neo-classical la
Page 239 and 240: go policies´ (Schömann 2006: 135)
Page 241 and 242: differences in EU impact are visibl
Page 243 and 244: prevention does not play a role yet
Page 245 and 246: from coal heating to gas and oil, r
Page 247 and 248: innovative ideas of work-life balan
Page 249 and 250: term orientated, personnel policy r
Page 251 and 252: Badura, Bernhard; Schellschmidt, He
Page 253 and 254: Brown, Halina Szejnwald; Angel, Dav
Page 255 and 256: Dunn, Suzanne, 2005: “Effective S
Page 257 and 258: Frerichs, Frerich; Bögel, Jan (eds
Page 259 and 260: Heidenreich, Martin, 1991: "Verallg
Page 261 and 262: Kistler, E.; Ebert, A.; Guggemos, P
Page 263 and 264: Marstedt, Gerd et al., 2003: Alt we
Page 265 and 266: etrieblicher Personalpolitik und st
Page 267 and 268: Rustemeyer, Ruth, 1992: Praktisch-m
Page 269 and 270: Stettes, Oliver, 2007: Impact of Co
Page 271 and 272: Weitbrecht, Hansjörg, 2003: „Hum
Page 273 and 274: Annex A: Interview Guidelines (Exam
Page 275: early retirement scheme, freeze on
Page 279 and 280: Annex C: Constructing Firm Typologi
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