EurWORK European Observatory of Working Life

Ageing workforce

The retention of older workers in employment is an important objective not only of labour market policies but also for social protection budgets. The Foundation has gathered and analysed cases of good practice in age management, designed to improve job opportunities and working conditions for older workers. Each case study describes how the organisation approached the issue and what the results were in the medium to long term.

205 items found (page 8 of 21)

Aalborg Portland, Denmark: Health and well-being, flexible work practices, training

Ageing workforce
28 Φεβρουάριος 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   The Aalborg Portland Group develops, produces, distributes and markets a wide range of white and grey cements and ready-mixed concrete. The company is the world’s largest producer and exporter of white cement. It has a net turnover of approximately €600 million, employing around 1,800 employees worldwide. The Aalborg Portland Group is owned by the Italian cement group Cementir S.p.a.
  • Legal form

    Private

  • Sectors

    Glass and cement

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Flexible working practices, Health and well-being, Training

  • Target Groups

    Men, Skilled Manual, Unskilled Manual, Women

Société Electrique de l’Our, Luxembourg: Training / Ergonomics

Ageing workforce
28 Φεβρουάριος 2007
  • Luxembourg
  • Organisation Size

    Medium

  Organisational Background   Société Electrique de l’Our S.A. (SEO) has initiated strategies of diversity management to improve the employment situation of people with disabilities. The strategies also benefit older employees, as they help to counter discrimination of disadvantaged groups among the staff. The company aims for an integrative approach.
  • Legal form

    Private

  • Sectors

    Energy

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, Ergonomics/job design, etc, Training

  • Target Groups

    Other non-manual, Skilled Manual, Unskilled Manual

Hommes et Emploi, France: Redeployment

Ageing workforce
28 Φεβρουάριος 2007
  • France
  • Organisation Size

    Medium

  Organisational background   Hommes et Emploi aims to ensure the redeployment of older employees who experience employability problems for reasons mainly related to their health and skills. These workers remain in Arcelor’s workforce and are given individual support that leads to satisfying jobs matching their potential. On this basis, H&E has become a successful company, providing services to both companies and individuals.
  • Legal form

    Private

  • Sectors

    Metal and machinery

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Redeployment, Training

  • Target Groups

    Unskilled Manual

Vilnius Dump, Lithuania: Recruitment/Redeployment

Ageing workforce
15 Φεβρουάριος 2007
  • Lithuania
  • Organisation Size

    Small

  Organisational background  
  • Legal form

    Private

  • Sectors

    Maintenance and cleaning

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Exit Policy, Recruitment

  • Target Groups

    Men, Unskilled Manual, Women

Nordea Bank Danmark, Denmark: Exit policy

Ageing workforce
15 Φεβρουάριος 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   Shortage of professional staff at Nordea Bank Danmark induced the bank to change its usual exit practice and launch a retention programme for older employees, aged 61+, in cooperation with the trade union. The programme comprises both economic and managerial incentives. Nordea is the leading financial group in the Nordic and Baltic Sea region. Nordea has about 10 million customers, more than 1,100 branch offices and over 29,000 employees.
  • Legal form

    Private

  • Sectors

    Financial services

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Exit Policy, Retention

  • Target Groups

    Professional/managerial

VVK, Lithuania: Redeployment/Recruitment/Exit policy

Ageing workforce
13 Φεβρουάριος 2007
  • Lithuania
  • Organisation Size

    Small

  Organisational background   VVK is a Lithuanian sewing and production company, established in 1995 in Kaunas. It has two small factories (one in Kaunas and the other in Siauliai) where yarns, cloth, zippers and leather products are manufactured. Business has expanded in recent years. In 2005, VVK started exporting and currently half of the company’s output is exported to other EU Member States, as well as to Russia and Belarus. Only the factory in Kaunas will be discussed in this case study.
  • Legal form

    Private

  • Sectors

    Textiles and leather

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Exit Policy, Recruitment, Redeployment

  • Target Groups

    Men, Skilled Manual, Unskilled Manual, Women

Klaipeda University, Lithuania: Training/Recruitment/Exit policy

Ageing workforce
11 Φεβρουάριος 2007
  • Lithuania
  • Organisation Size

    Large

  Organisational background   Klaipeda University has a policy of both recruiting older lecturers and trying to retain those who are currently employed when they reach retirement age. Training in information technologies and new teaching methods is also provided.
  • Legal form

    Public

  • Sectors

    Education

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Exit Policy, Recruitment, Training

  • Target Groups

    Men, Professional/managerial, Women

Vincas Kudirka Public Library, Lithuania: Exit policy/Training

Ageing workforce
07 Φεβρουάριος 2007
  • Lithuania
  • Organisation Size

    Medium

  Organisational background   The Vincas Kudirka Public Library has a policy aimed at retaining current employees, even if they are relatively older. Moreover, it provides them with ongoing training. The underlying factor is a belief in the value of experience for the job.
  • Legal form

    Public

  • Sectors

    Public sector

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Exit Policy, Training

  • Target Groups

    Men, Skilled Manual, Women

Kofoeds Skole, Denmark: Changing attitudes

Ageing workforce
05 Φεβρουάριος 2007
  • Denmark
  • Organisation Size

    Medium

  Organisational background   The project at Kofoeds Skole aims to bring new life to the career of employees aged 50+ years. The short-term purpose is to keep staff from retiring early. The long-term purpose is to set a new standard for careers within the institution.
  • Legal form

    Social economy/voluntary/other

  • Sectors

    Education

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Career Planning, Changing attitudes, Exit Policy

  • Target Groups

    Men, Other non-manual, Persons with health problems, Professional/managerial, Skilled Manual, Unskilled Manual, Women

Škoda Auto, Czech Republic: Comprehensive approach

Ageing workforce
30 Ιανουάριος 2007
  • Czech Republic
  • Organisation Size

    Large

  Organisational background   The car manufacturer Škoda Auto a.s. is one of the biggest employers in the Czech Republic and one of the most successful developing Czech companies. Since 1994, Škoda Auto has been part of the German Volkswagen group (VW AG). The company’s headquarters are located northeast of Prague in Mladá Boleslav in the central Bohemian region. An assembly factory and the company’s development, marketing and sales departments are also situated at this location.
  • Legal form

    Private

  • Sectors

    Motor

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Comprehensive approach, development, etc, Flexible working practices, Training

  • Target Groups

    Professional/managerial, Skilled Manual

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