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 7 of 21)

Renault, France: Ergonomics

Ageing workforce
21 March 2007
  • France
  • Organisation Size

    Large

  Organisational background   In 2000, the Renault Group took a significant step towards improving working conditions and preventing incapacities for its employees when it designed and implemented its policy on occupational health, safety and working conditions, while also integrating ergonomics into the so-called 'Renault Production System'. This policy is aimed at all employees and was handled directly by the management of all the Group's plants worldwide.
  • Legal form

    Private

  • Sectors

    Motor

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Ergonomics/job design

  • Target Groups

    Other non-manual, Skilled Manual

Tradice Slovácka, Czech Republic: Comprehensive approach

Ageing workforce
20 March 2007
  • Czech Republic
  • Organisation Size

    Small

  Organisational background  
  • Legal form

    Social economy/voluntary/other

  • Sectors

    Textiles and leather

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Comprehensive approach, Generational relations

  • Target Groups

    Skilled Manual

Hayes Lemmerz Autokola, Czech Republic: Wage policy

Ageing workforce
18 March 2007
  • Czech Republic
  • Organisation Size

    Medium

  Organisational background   Hayes Lemmerz Autokola a.s. produces steel-fabricated discs and aluminium wheels for passenger cars, industrial trucks and forklifts. The company has been using its current name since 1997, but was originally established by Nova Hut a.s. in 1993. Autokola’s production programme builds on the tradition of steel-fabricated wheel manufacturing, which was established in the city of Ostrava in the northeast of the Czech Republic in the 1930s.
  • Legal form

    Private

  • Sectors

    Metal and machinery

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Wage Policy

  • Target Groups

    Skilled Manual

Public schools in the Municipality of Horsens, Denmark: Changing attitudes / Training and development / Flexible working practices

Ageing workforce
17 March 2007
  • Denmark
  • Organisation Size

    Large

  Organisational background   In 2000, the Municipality of Horsens initiated a project aimed at encouraging older teachers to remain employed instead of taking early retirement. The Municipality of Horsens in the Jutland peninsula has 14 public primary schools with about 9,000 registered pupils. Overall, 746 teachers are employed at these schools, of whom about two thirds are women.
  • Legal form

    Public

  • Sectors

    Education

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Changing attitudes, development, etc, Flexible working practices, Training, Wage Policy

  • Target Groups

    Men, Professional/managerial, Women

Aalborg Hospital, Denmark: Flexible working practices

Ageing workforce
14 March 2007
  • Denmark
  • Organisation Size

    Medium

  Organisational background  
  • Legal form

    Public

  • Sectors

    Health and social work

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

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

  • Target Groups

    Men, Persons with health problems, Professional/managerial, Women

Vordingborg Municipal Home Care, Denmark: Flexible working practices

Ageing workforce
08 March 2007
  • Denmark
  • Organisation Size

    Medium

  Organisational background   A project originally aimed at senior employees in the Vordingborg Municipal Home Care organisation has led to flexible working practices for all employees. The case study comprises experiences and practices in a district of Vordingborg Municipality in southern Zealand. Up to the end of 2006, the district was an independent municipality, but it is now incorporated into a larger conglomerate of four municipalities under the name of Vordingborg Kommune.
  • Legal form

    Public

  • Sectors

    Public sector

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Flexible working practices

  • Target Groups

    Unskilled Manual

Victoria, Denmark: Recruitment and flexible working practices

Ageing workforce
04 March 2007
  • Denmark
  • Organisation Size

    Small

  Organisational background  
  • Legal form

    Private

  • Sectors

    Textiles and leather

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Changing attitudes, Flexible working practices, Recruitment

  • Target Groups

    Other non-manual, Women

Messier Bugatti, France: Changing attitudes

Ageing workforce
28 February 2007
  • France
  • Organisation Size

    Large

  Organisational background   In 2004, in order to improve its HR policy and the ways it is effectively implemented, Messier-Bugatti launched a working project called ‘Generations’. By setting up various working groups and systematically gathering employees, consisting of HR and operational managers from different generations, the project has aims to foster attitudes towards significant HR issues by improving cooperation between different generations of employees.
  • Legal form

    Private

  • Sectors

    Metal and machinery

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Changing attitudes, development, etc, Recruitment, Training

  • Target Groups

    Professional/managerial

Thales, France: Comprehensive approach

Ageing workforce
28 February 2007
  • France
  • Organisation Size

    Large

  Organisational background   In 2001, Thales concluded a collective agreement related to the career development of older workers. The agreement was designed to allow older workers to maintain and develop their skills and to support knowledge transfer. This agreement was complemented in 2006 by another one related to the career development of all workers. This evolution shows that Thales has progressively decided to promote a life-course approach.
  • Legal form

    Private

  • Sectors

    Electrical

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    Comprehensive approach

  • Target Groups

    Professional/managerial, Skilled Manual

Assurance France Generali, France: Training and development / Flexible working practices

Ageing workforce
28 February 2007
  • France
  • Organisation Size

    Large

  Organisational background   Assurance France Generali, part of Generali group, recently concluded a collective agreement related to employability and career development. This agreement encompasses several interesting measures related to prolonging careers, such as training, occupational mobility, mentoring and reduction of working time. The goal is to promote a life-course approach and changes in age representation.
  • Legal form

    Private

  • Sectors

    Financial services

  • Type of measure

    [field_ef_type_of_measure]

  • Initiative Types

    development, etc, Exit Policy, Flexible working practices, Training

  • Target Groups

    Professional/managerial

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