Gefördert vom Bundessozialamt im Rahmen der Beschäftigungs-offensive der Österreichischen Bundesregierung und des Europäischen Sozialfonds

Age-adjusted career planning

in a medium sized enterprise

Brigitta Geißler-Gruberwww.arbeitsleben.com

Change of functional capacity during the course of work life

Physical work capacity according to the cardiovascular and musculoskeletal system, speed of learning capacity

Talent, intelligence, action and cooperation skills Quality awareness and responsibilty, decision ability, social competence

Job experience and job performance

Older workers handicapped persons

Younger workers experienced persons

„Later retirement practice requires

reinvented work life“

What can we do to work salutarily and with pleasure until the regulary retirement age?

• Design of age-adjusted workplaces and tasks

• Organization of age-adjusted careers and personal developement

Occupational human resource responsibility

Individual health protection and promotion

Age critical work tasks

• Occupational Health and Safety succeed.

• Ergonomical innovations and efforts will go on.

• Nevertheless some work tasks might remain that are physically or mentally demanding in excess:

– Shift and night shift work– Heavy workload outdoor– Carrying or moving heavy

loads in extreme posture– Emotional work tasks– …

Quelle: Packebusch, L. & Weber, B., Fachhochschule Niederrhein

Decisions that lead in demografical and economical one way situations

• Employees rest and will be left on workplaces that have a limited expostion

• No foreseeable work career planning

• No work tasks that require learning or no job rotation offer timely

• No personal developement and trainings for all age groups

• Unbalanced age structure of the staff

Innovation: Age-adjusted work career planning

It means

.... work career planning more or less on the horizontal line

.... a systematical career planning and personal developement to increase economical benefit and personal welfare

It helps to

.... prevent age typical disadvantages and workability deficites as well as employability problems

RAG is EQUAL partner to try out the implementation procedure and the HRM-tools for age-adjusted career planning

10 steps to age-adjusted careers

1. Rising awareness on the management level with concrete enterprise age datas about the present and future scenaries

2. Implementation of a small steering group

3. Workability-oriented work analysis

4. Map of workability-related work types

5. Participation of the employees to build up trust

6. Management decision to give the go-ahead for the specific action model and the staff information

7. Regulary staff talks for age-adjusted career planning offered from the supervisor

8. Personal workability coaching offered from the occupational physician or occupational health psychologist

9. Organization of trainings and job rotations

10. Evaluation

Outcome of the workability-oriented work analysis

Roughneck I

Drilling Technician

Ric Mechanic

....

.... ........Production Controller

..... ....

.... ..........

....

.... ...Legende:

grün = no age limit

gelb = work development desired

rot = age limit

Hoist operator

Roughneck II

Station MaintenanceTechnician

Entry Workplace with rather short professional training

Developmental Workplace limited working phase because of physical or mental strainand mental and organizational preparing for a next career step and change of the working place

Permanent Workplace with the possibility of adaption the working conditions to the physical requirements of the employee

Finish Workplace with the task transfering experience and (tacit) knowledge

Workability-related work typology(A. Frevel)

AlternsgerechteArbeitskarrieren

Roughneck I

Station Maintenance Technician

Roughneck II Hoist Operator Drilling Technician

Ric Mechanic

EinstiegUmstieg/Aufstieg/Entwicklung

VerweilAusstieg

Production Controller

Contrac to r

Roughneck and guidance for younger

Participative staff workshopsto build up trust

Map with career options on the horziontal line

AlternsgerechteArbeitskarrieren

Roughneck I

Station Maintenance Technicain

Roughneck II Hoist Operator Drilling Technicain

Ric Mechanic

EinstiegUmstieg/Aufstieg/Entwicklung

VerweilAusstieg

Roughneck and guidance for younger

Production Controller

Contrac to r

3 action steps„We need every men and women!“

Programme 55+ for relief of the strain

Qualification model for age-adjusted careers for all

Programme 45+ to 55: pilot project age-adjusted careers

HRM tools for age-adjusted careers

b. Regulary staff talks for career planning between supervisor (member of the works council) and employee

c. Offer of personal coaching in workability related issues with occupational physician or psychologist

d. Qualification program with trainings and job rotation

a. Map of workability-related work types and career options

Mag. Brigitta Geißler-Gruber

• Work psychologist

• Consultant for occupational health promotion

• Managing director of „arbeitsleben KEG“, Gmunden – Hamburg