Hot Topic #10
We have a collection of projects dealing with the demographic change. Here are some of them. The selection is in random order and may not show all examples we have (we are constantly working on new examples), so feel free to browse our TOOLBOX or GOOD PRACTICE area for more information.
legesa – lifelong healthy working (Germany)
Web site
This project was supposed to develop operational prevention concepts to make it easier to work with an aging workforce or with an age-centered, mixed-age workforce. The aim was to reach a high efficiency up to 65 or 67 years of age to stay healthy up to the retirement leave.
This example can be found in detail in our GOOD PRACTICE area
Healthy Ageing (Sweden)
Web site
Healthy Ageing is a project co-funded by the European Commission. The aim of the project is to promote healthy ageing in later life stages (50+). Healthy Ageing is the process of optimising equal opportunities for health to enable older people to take an active part in society. ”Based on data, best practice and policies, the project has developed recommendations for health in later life.
This example can be found in detail in our GOOD PRACTICE area
With a holistic approach to a solid demographic craft enterprise (Germany)
Web site
This project aims to support the working- and activity ability of the employees till pension.
YOS (Young and Old in School) (Germany)
School web site
The August-Claas- School (Secondary School) in Harsewinkel (Germany, North Rhine-Westphalia) shows the potential of an intergenerational approach. Participants: 10 pensioners, 30 pupils (age 15 to 17 years), 4 teachers. Pensioners were directly approached and asked, if they wanted to take part. The recruiting was carried out in two steps: first former workers of the Claas Company, manufacturer of agricultural machinery, were approached. Then well-known former tradesmen in town were asked. Communication and organization between pensioners and teachers were early prepared.
Activities/ events: Bench construction, cottage construction, bicycle repairing, supply of the own retail shop, pew construction, brazier construction, mobile photovoltaic trailer, playground equipment.
Thales France: Comprehensive approach (France)
Thales web site
Various factors contribute to Thales policy towards older workers: ageing of the company’s workforce, especially resulting from the end of early retirement schemes; necessity to take into account shifts in the company’s available jobs, considering changes in technologies used and work organisation; knowledge transfer, which is essential for a company offering highly technical products and services.
All these factors have led to the forming and implementing of measures aimed at maintaining workers in employment longer by fostering occupational mobility, career development and skills transfer. Since 2001, Thales policy has progressively gone from an approach targeting older workers (i.e., those aged 50 years and over) to an approach addressed to all employees.
LIFETIME (Austria)
Web site
To be prepared to face the problems associated with the demographic change, the first bank in Austria has launched the program LIFETIME. LIFETIME aims to create age-appropriate working and development conditions for all employees in order to secure long term job satisfaction and motivation. Erste Bank and Sparkassen are therefore among the largest banks in Austria. By demographic change, the company is affected in two ways. Firstly, in 2014 three quarters of the employees could have a be over 40 years old, which could have negative effects to the productivity of the company without changing personnel policies. Secondly, the clientele is aging as a whole - and thus potentially alter the structure of demand.
LIFE Program (Austria)
PDF file
Project by voestalpine AG. Special measures have been developed by expert groups (employees, employee representatives and external consultants):
Flexible working hours to reconcile work and family; Life stage-related workplace design to make best use of resources at any age; Equal opportunities to secure the productive joint work between the sexes and generations; Safety and health prevention to maintain working ablilities into older working age; Culture, leadership, development activities to maintain the capacity for innovation, lifelong learning, knowledge sharing; Good integration of new employees. The implementation of LIFE is made all over the company and has been adjusted by a special coordinating team.
Länsilinjat Oy Finland: flexible working practices, redeployment, training and development (Finland)
Web site
Länsilinjat Oy is a privately owned bus company, which was founded in 1939 when five bus companies merged. The high average age of the workers in Länsilinjat Oy was a particular concern of company. In 1999, Länsilinjat Oy took part in a programme on ageing workers, established by the Council of State of Finland. One part of the programme was targeted at supporting organisations to develop comprehensively, particularly in relation to the work ability of its ageing workers.
Based on this programme, the company introduced a range of measures from 1999 to 2002. These measures included: information about a healthy lifestyle; rehabilitation courses; part-time pension arrangements; occupational rehabilitation; occupational health care services; education about emergency situations; development of drivers’ professional skills and know-how; education to prepare drivers for the professional drivers’ examination; apprenticeship-based professional examination for maintenance workers; a godparent driver system for new drivers; regular meetings for drivers in small groups; more flexible working time arrangements; the development of meeting practices and interaction.
InterGenerationes (Germany)
Web site
InterGenerationes is a pilot project which aims to open up the sector of international youth work to intergenerational learning and to enable an exchange between the two fields of international youth work and senior citizen work. Therefore a broad alliance of non-governmental organisations and foundations, from six European countries, from "international youth work", "senior citizen work" and "adult education" sectors have joined in cooperation.
The main project activities are an international conference to open up international youth work to intergenerational learning (25.-27.02.2011), an Europe-wide PR-campaign (April – June 2011) and a trilateral German-French-Polish multigenerational meeting (14.-20.05.2011).
Hazenberg Bouw BV programme 55+ (The Netherlands)
Web site
Hazenberg Bouw, one of about 120 construction companies that make up TBI Holding, is situated in Vught, a small town in the south of the Netherlands. Older workers are usually spared physically demanding work by means of flexible working patterns, job design, and health and well-being measures. The company views older workers as being less productive with respect to physically demanding tasks, but as being important contributors to work quality through their greater experience.
Hazenberg Bouw BV developed two training and development initiatives for older workers: a job design and a health and well-being programme. Jobs were designed to match the physical capabilities of older workers: for example, older workers were assigned tasks such as foreman responsibilities, tutoring of younger workers, and slower-paced tasks. The foreman and tutoring jobs were less physically demanding, and they also facilitated the transfer of work experience.
DC NOISE (Netherlands, Norway, Germany, Belgium, Scotland)
Web site
The central aim of the project is to ensure that the North Sea Region is ready to cope with her new demographic future. That means both dealing with the negative effects of demographic change and at the same time taking advantage of the opportunities offered by this process. DC NOISE is an Interreg IVB North Sea Region project. 9 regions from 5 countries in Europe work together to deal with the consequences of demographic change. The project runs from June 2008 until June 2011.
Best Agers (Denmark, Estonia, Germany, Great Britain, Latvia, Lithuania, Poland, Sweden)
Web site
Nineteen partner institutions from eight countries around the Baltic Sea launched this project: Denmark, Estonia, Germany, Great Britain, Latvia, Lithuania, Poland and Sweden.
With demographic change - recently defined as one of the four key challenges for European regions by the EC - and the current economic crisis looming, the cities and regions of the BSR have to find creative ways of disclosing and utilizing unused opportunities.
One of these hidden potentials are people in the prime of their lives – the so called “Best Agers” (defined in the project as people aged 55 and older). As previous projects have shown, the population of the Baltic Sea Region will rapidly become older and the 55+ age groups will experience large growth rates in the near future. The result will be a pool of older professionals who are healthier than ever, well-educated and motivated and who can be mobilised to counteract the negative effects of demographic change –shrinking regional workforces and the socalled "brain drain". The project will survey successful approaches and goodpractice examples, develop them further and transfer them to the partner regions with low-key Best Ager involvement.
Age Masters (Finland)
Web site
In 2001, Abloy initiated an Age Master project, part of a national effort aimed at helping reverse the nationwide Finnish trend to early retirement. Driving forces and objectives of this ABLOY project were:
- to extend the working life of personnel by two years
- to reduce absence caused by sickness by 1% a year
- to increase the appreciation of senior workers and the transfer of “tacit” knowledge
The intention was to concentrate on the working environment and the demands of each job as they influenced employees’ health, skills and motivation. The company realised that it would be economically beneficial to encourage people to commit themselves to a longer working life, transfer experience and competence to younger employees and thus develop our human resources management.
ADD LIFE (Austria)
Web site
ADDing quality to LIFE through inter-generational learning via universities.
The project will give learners in five countries the opportunity to participate in the piloting of the modules and to become promoters and facilitators/mentors for the participation of other people. The provision of lifelong learning for younger and older people and the organisational structures necessary for this type of provision in universities will be improved. The dissemination activities will provide case studies and evaluative reports that will enable other universities to valorise the results. Dissemination and valorisation will be maximised through the associate partners.
REWE strategy of sustainability (Germany)
Web site
Workplace health promotion is an important element of corporate social policy: it helps employees, for their own health to take action to improve working conditions and thus provides more motivation in the company.
According to the REWE Group, the corporate health promotion is an important part of the corporate philosophy of sustainability. Healthy working conditions and promoting healthy behavior of the employees are the focus here, to assert itself as a sustainable healthy and strong competitive company in the market.
Further education and family-friendly corporate policies help the REWE group to face the challenges of the demographic change.
From roof down to bureau (Germany)
Web site
Project to allow roofers of higher age to do more work in planning and customer care in the office until pension.
Picnic-basket for the prevention of stress attacks (Germany)
Web site
The picnic-basket is a micro-site with different interactive offers on: coping with stress; managing and cooperation; communication; qualification and emotional competence. The following offers are made to these topics: online-tests on stress short films from everyday working life, which can be commented on Listening-potpourri „The emotional parachute“ on the topic of emotional competence in the hospitality industry Poster, brochure and articles.
This example can be found in detail in our GOOD PRACTICE area
Road safety education courses in Verin (Spain)
Web site
This project was awarded by the European Road Safety Charter with the Excellence in Road Safety Award in 2011 in the local and regional authorities' category category, together with Chaves City Hall, Portugal. Verin city council plan to carry out road safety education courses and talks for different risk groups: primary school pupils of all ages, pregnant women, elderly people and disabled people.
Road safety education courses in Chaves (Portugal)
Web site
This project was awarded by the European Road Safety Charter with the Excellence in Road Safety Award in 2011 in the local and regional authorities' category category, together with Verin City Council, Spain. With the aim of increasing road safety, during the next three years together with the PSP (Public Security Police) the Chaves City Hall will implement the following actions: "Safety at school program", "Support of 65-Elderly safety" program, "Business Safety" program, " Physically challenged people" program and elimination of structural barriers, maintenance and replacement of traffic signs, in both sides of the border (Chaves - Verín).
Knee problems in the floor layer trade (Denmark)
Mail contact
For obvious reasons floor laying has traditionally been done in a kneeling position. This is an unnatural position in which to spend the working day, and even with protective equipment it places a strain on the knees (and on other parts of the body) and frequently leads to injury and long-term problems. But studies have shown that with recently developed tools much of the work could be carried out standing up. So the team in Denmark set out to reduce knee problems by showing how floor layers could cut down the time spent putting undue strain on the knees. They trained instructors in using the new tools so that they could in turn instruct operational floor layers on a region-by-region basis. An evaluation of the new working methods was then carried out.
Fit and healthy on your chair (Belgium)
Web site
A collection of exercises, on a DVD. On the disc there are 30 exercises of three minutes on average. These can be done discreetly on the chair. The stretching exercises make muscles and tendons longer so that ones becomes more supple. Every single muscle in the body is practised, including the eye muscles. These exercises enhance the relaxation process. This is achieved by the loosening of the muscles, by belly breathing and by relaxing music in the background.
Work- and health safety as contribution for accomplishment of the demographic change (Germany)
Web site
This project is a contribution for accomplishment of the demographic changes. Because of the sanitary impact it was difficult for employees to work till pension. Furthermore the shortage of young people was noticeable. To assure the sustainability of the business, the division service was changed exemplary. 2003 Best-Practice-Award of the Initiative Healthier Working in NRW.
Further education in the subject of ergonomics and human relations at work (Germany)
Web site
The education is divided into different modules of coherent units. Duration and course of the studies is self-determined by each student. The final certificate proofs the competence of scientific formation of work, development and attendance of processes in the working field. It is planned to choose special modules for accreditation in order to provide the possibility to gain credit points for a continuous scientific education process. The main study points deal with the latest occupational scientific questions and findings and provide them in a problem- and solution-oriented way. Special topics on occupational projects are summed up in sequences. Take the sequence on age-related development of personnel as an example, where core topics on demographic change, instruments of occupational age-structure-analyses, methods for planning age-related careers and questions of performance ability during a working life are dealt with in 12 courses of 120 hours total.
Age based work structure and health promotion at Rowenta factory GmbH (Germany)
Web site
With this project it was possible to improve the personal health behaviour of the employees, especially older workers. The working conditions became more healthy and there is a demonstrable improvement of the work climate and therewith the motivation of the employees.
3rd Career Revitalisation (Czech Republic)
Web site
This programme, developed by EXPERTIS, Prague, is supposed to help elder employees to deal with changes in their life and work environment. This programme has two target groups. Firstly personnel managers and directors are offered an advisory service on how to develop changes in the corporate process which are geared to the 50+, furthermore employees 50+ of the middle management receive a revitalization course.
This example can be found in detail in our GOOD PRACTICE area
Quality of work – Healthy into pension (Germany)
Web site
Handling the demographic change is a challenge for business. This concept helps to realize workshops in age based work. This workshops will inform textual and afford a frame for the development of concrete arrangements concerning the company.
To learn more, go to our TOOLBOX and type in the title of the example, go to the GOOD PRACTICE area (if the example is presented there) or follow the link to the project web site.
legesa – lifelong healthy working (Germany)
Web site
This project was supposed to develop operational prevention concepts to make it easier to work with an aging workforce or with an age-centered, mixed-age workforce. The aim was to reach a high efficiency up to 65 or 67 years of age to stay healthy up to the retirement leave.
This example can be found in detail in our GOOD PRACTICE area
Healthy Ageing (Sweden)
Web site
Healthy Ageing is a project co-funded by the European Commission. The aim of the project is to promote healthy ageing in later life stages (50+). Healthy Ageing is the process of optimising equal opportunities for health to enable older people to take an active part in society. ”Based on data, best practice and policies, the project has developed recommendations for health in later life.
This example can be found in detail in our GOOD PRACTICE area
With a holistic approach to a solid demographic craft enterprise (Germany)
Web site
This project aims to support the working- and activity ability of the employees till pension.
YOS (Young and Old in School) (Germany)
School web site
The August-Claas- School (Secondary School) in Harsewinkel (Germany, North Rhine-Westphalia) shows the potential of an intergenerational approach. Participants: 10 pensioners, 30 pupils (age 15 to 17 years), 4 teachers. Pensioners were directly approached and asked, if they wanted to take part. The recruiting was carried out in two steps: first former workers of the Claas Company, manufacturer of agricultural machinery, were approached. Then well-known former tradesmen in town were asked. Communication and organization between pensioners and teachers were early prepared.
Activities/ events: Bench construction, cottage construction, bicycle repairing, supply of the own retail shop, pew construction, brazier construction, mobile photovoltaic trailer, playground equipment.
Thales France: Comprehensive approach (France)
Thales web site
Various factors contribute to Thales policy towards older workers: ageing of the company’s workforce, especially resulting from the end of early retirement schemes; necessity to take into account shifts in the company’s available jobs, considering changes in technologies used and work organisation; knowledge transfer, which is essential for a company offering highly technical products and services.
All these factors have led to the forming and implementing of measures aimed at maintaining workers in employment longer by fostering occupational mobility, career development and skills transfer. Since 2001, Thales policy has progressively gone from an approach targeting older workers (i.e., those aged 50 years and over) to an approach addressed to all employees.
LIFETIME (Austria)
Web site
To be prepared to face the problems associated with the demographic change, the first bank in Austria has launched the program LIFETIME. LIFETIME aims to create age-appropriate working and development conditions for all employees in order to secure long term job satisfaction and motivation. Erste Bank and Sparkassen are therefore among the largest banks in Austria. By demographic change, the company is affected in two ways. Firstly, in 2014 three quarters of the employees could have a be over 40 years old, which could have negative effects to the productivity of the company without changing personnel policies. Secondly, the clientele is aging as a whole - and thus potentially alter the structure of demand.
LIFE Program (Austria)
PDF file
Project by voestalpine AG. Special measures have been developed by expert groups (employees, employee representatives and external consultants):
Flexible working hours to reconcile work and family; Life stage-related workplace design to make best use of resources at any age; Equal opportunities to secure the productive joint work between the sexes and generations; Safety and health prevention to maintain working ablilities into older working age; Culture, leadership, development activities to maintain the capacity for innovation, lifelong learning, knowledge sharing; Good integration of new employees. The implementation of LIFE is made all over the company and has been adjusted by a special coordinating team.
Länsilinjat Oy Finland: flexible working practices, redeployment, training and development (Finland)
Web site
Länsilinjat Oy is a privately owned bus company, which was founded in 1939 when five bus companies merged. The high average age of the workers in Länsilinjat Oy was a particular concern of company. In 1999, Länsilinjat Oy took part in a programme on ageing workers, established by the Council of State of Finland. One part of the programme was targeted at supporting organisations to develop comprehensively, particularly in relation to the work ability of its ageing workers.
Based on this programme, the company introduced a range of measures from 1999 to 2002. These measures included: information about a healthy lifestyle; rehabilitation courses; part-time pension arrangements; occupational rehabilitation; occupational health care services; education about emergency situations; development of drivers’ professional skills and know-how; education to prepare drivers for the professional drivers’ examination; apprenticeship-based professional examination for maintenance workers; a godparent driver system for new drivers; regular meetings for drivers in small groups; more flexible working time arrangements; the development of meeting practices and interaction.
InterGenerationes (Germany)
Web site
InterGenerationes is a pilot project which aims to open up the sector of international youth work to intergenerational learning and to enable an exchange between the two fields of international youth work and senior citizen work. Therefore a broad alliance of non-governmental organisations and foundations, from six European countries, from "international youth work", "senior citizen work" and "adult education" sectors have joined in cooperation.
The main project activities are an international conference to open up international youth work to intergenerational learning (25.-27.02.2011), an Europe-wide PR-campaign (April – June 2011) and a trilateral German-French-Polish multigenerational meeting (14.-20.05.2011).
Hazenberg Bouw BV programme 55+ (The Netherlands)
Web site
Hazenberg Bouw, one of about 120 construction companies that make up TBI Holding, is situated in Vught, a small town in the south of the Netherlands. Older workers are usually spared physically demanding work by means of flexible working patterns, job design, and health and well-being measures. The company views older workers as being less productive with respect to physically demanding tasks, but as being important contributors to work quality through their greater experience.
Hazenberg Bouw BV developed two training and development initiatives for older workers: a job design and a health and well-being programme. Jobs were designed to match the physical capabilities of older workers: for example, older workers were assigned tasks such as foreman responsibilities, tutoring of younger workers, and slower-paced tasks. The foreman and tutoring jobs were less physically demanding, and they also facilitated the transfer of work experience.
DC NOISE (Netherlands, Norway, Germany, Belgium, Scotland)
Web site
The central aim of the project is to ensure that the North Sea Region is ready to cope with her new demographic future. That means both dealing with the negative effects of demographic change and at the same time taking advantage of the opportunities offered by this process. DC NOISE is an Interreg IVB North Sea Region project. 9 regions from 5 countries in Europe work together to deal with the consequences of demographic change. The project runs from June 2008 until June 2011.
Best Agers (Denmark, Estonia, Germany, Great Britain, Latvia, Lithuania, Poland, Sweden)
Web site
Nineteen partner institutions from eight countries around the Baltic Sea launched this project: Denmark, Estonia, Germany, Great Britain, Latvia, Lithuania, Poland and Sweden.
With demographic change - recently defined as one of the four key challenges for European regions by the EC - and the current economic crisis looming, the cities and regions of the BSR have to find creative ways of disclosing and utilizing unused opportunities.
One of these hidden potentials are people in the prime of their lives – the so called “Best Agers” (defined in the project as people aged 55 and older). As previous projects have shown, the population of the Baltic Sea Region will rapidly become older and the 55+ age groups will experience large growth rates in the near future. The result will be a pool of older professionals who are healthier than ever, well-educated and motivated and who can be mobilised to counteract the negative effects of demographic change –shrinking regional workforces and the socalled "brain drain". The project will survey successful approaches and goodpractice examples, develop them further and transfer them to the partner regions with low-key Best Ager involvement.
Age Masters (Finland)
Web site
In 2001, Abloy initiated an Age Master project, part of a national effort aimed at helping reverse the nationwide Finnish trend to early retirement. Driving forces and objectives of this ABLOY project were:
- to extend the working life of personnel by two years
- to reduce absence caused by sickness by 1% a year
- to increase the appreciation of senior workers and the transfer of “tacit” knowledge
The intention was to concentrate on the working environment and the demands of each job as they influenced employees’ health, skills and motivation. The company realised that it would be economically beneficial to encourage people to commit themselves to a longer working life, transfer experience and competence to younger employees and thus develop our human resources management.
ADD LIFE (Austria)
Web site
ADDing quality to LIFE through inter-generational learning via universities.
The project will give learners in five countries the opportunity to participate in the piloting of the modules and to become promoters and facilitators/mentors for the participation of other people. The provision of lifelong learning for younger and older people and the organisational structures necessary for this type of provision in universities will be improved. The dissemination activities will provide case studies and evaluative reports that will enable other universities to valorise the results. Dissemination and valorisation will be maximised through the associate partners.
REWE strategy of sustainability (Germany)
Web site
Workplace health promotion is an important element of corporate social policy: it helps employees, for their own health to take action to improve working conditions and thus provides more motivation in the company.
According to the REWE Group, the corporate health promotion is an important part of the corporate philosophy of sustainability. Healthy working conditions and promoting healthy behavior of the employees are the focus here, to assert itself as a sustainable healthy and strong competitive company in the market.
Further education and family-friendly corporate policies help the REWE group to face the challenges of the demographic change.
From roof down to bureau (Germany)
Web site
Project to allow roofers of higher age to do more work in planning and customer care in the office until pension.
Picnic-basket for the prevention of stress attacks (Germany)
Web site
The picnic-basket is a micro-site with different interactive offers on: coping with stress; managing and cooperation; communication; qualification and emotional competence. The following offers are made to these topics: online-tests on stress short films from everyday working life, which can be commented on Listening-potpourri „The emotional parachute“ on the topic of emotional competence in the hospitality industry Poster, brochure and articles.
This example can be found in detail in our GOOD PRACTICE area
Road safety education courses in Verin (Spain)
Web site
This project was awarded by the European Road Safety Charter with the Excellence in Road Safety Award in 2011 in the local and regional authorities' category category, together with Chaves City Hall, Portugal. Verin city council plan to carry out road safety education courses and talks for different risk groups: primary school pupils of all ages, pregnant women, elderly people and disabled people.
Road safety education courses in Chaves (Portugal)
Web site
This project was awarded by the European Road Safety Charter with the Excellence in Road Safety Award in 2011 in the local and regional authorities' category category, together with Verin City Council, Spain. With the aim of increasing road safety, during the next three years together with the PSP (Public Security Police) the Chaves City Hall will implement the following actions: "Safety at school program", "Support of 65-Elderly safety" program, "Business Safety" program, " Physically challenged people" program and elimination of structural barriers, maintenance and replacement of traffic signs, in both sides of the border (Chaves - Verín).
Knee problems in the floor layer trade (Denmark)
Mail contact
For obvious reasons floor laying has traditionally been done in a kneeling position. This is an unnatural position in which to spend the working day, and even with protective equipment it places a strain on the knees (and on other parts of the body) and frequently leads to injury and long-term problems. But studies have shown that with recently developed tools much of the work could be carried out standing up. So the team in Denmark set out to reduce knee problems by showing how floor layers could cut down the time spent putting undue strain on the knees. They trained instructors in using the new tools so that they could in turn instruct operational floor layers on a region-by-region basis. An evaluation of the new working methods was then carried out.
Fit and healthy on your chair (Belgium)
Web site
A collection of exercises, on a DVD. On the disc there are 30 exercises of three minutes on average. These can be done discreetly on the chair. The stretching exercises make muscles and tendons longer so that ones becomes more supple. Every single muscle in the body is practised, including the eye muscles. These exercises enhance the relaxation process. This is achieved by the loosening of the muscles, by belly breathing and by relaxing music in the background.
Work- and health safety as contribution for accomplishment of the demographic change (Germany)
Web site
This project is a contribution for accomplishment of the demographic changes. Because of the sanitary impact it was difficult for employees to work till pension. Furthermore the shortage of young people was noticeable. To assure the sustainability of the business, the division service was changed exemplary. 2003 Best-Practice-Award of the Initiative Healthier Working in NRW.
Further education in the subject of ergonomics and human relations at work (Germany)
Web site
The education is divided into different modules of coherent units. Duration and course of the studies is self-determined by each student. The final certificate proofs the competence of scientific formation of work, development and attendance of processes in the working field. It is planned to choose special modules for accreditation in order to provide the possibility to gain credit points for a continuous scientific education process. The main study points deal with the latest occupational scientific questions and findings and provide them in a problem- and solution-oriented way. Special topics on occupational projects are summed up in sequences. Take the sequence on age-related development of personnel as an example, where core topics on demographic change, instruments of occupational age-structure-analyses, methods for planning age-related careers and questions of performance ability during a working life are dealt with in 12 courses of 120 hours total.
Age based work structure and health promotion at Rowenta factory GmbH (Germany)
Web site
With this project it was possible to improve the personal health behaviour of the employees, especially older workers. The working conditions became more healthy and there is a demonstrable improvement of the work climate and therewith the motivation of the employees.
3rd Career Revitalisation (Czech Republic)
Web site
This programme, developed by EXPERTIS, Prague, is supposed to help elder employees to deal with changes in their life and work environment. This programme has two target groups. Firstly personnel managers and directors are offered an advisory service on how to develop changes in the corporate process which are geared to the 50+, furthermore employees 50+ of the middle management receive a revitalization course.
This example can be found in detail in our GOOD PRACTICE area
Quality of work – Healthy into pension (Germany)
Web site
Handling the demographic change is a challenge for business. This concept helps to realize workshops in age based work. This workshops will inform textual and afford a frame for the development of concrete arrangements concerning the company.
To learn more, go to our TOOLBOX and type in the title of the example, go to the GOOD PRACTICE area (if the example is presented there) or follow the link to the project web site.
