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Generations@work: Barriers and resources of different generations at work

Idioma: RO

Enviado por Ioana Caciula

In the context of the BeOld project, the transnational report ‘Generations at work – Barriers
and resources of different generations at work’ identifies the framework of older workers’
employment in five EU member states (Cyprus, Greece, Italy, Romania and Spain) in order to
contribute in the wider European endeavor to reform the labor market, into a more inclusive
and efficient one. Currently, reformation of labor market and social security system takes place
all across Europe, rendering age management in the workplace one of the greatest challenges
for EU and national governments, as employees aged 55+ constitute an essential part of
modern organizations. Although retirement age limit has been increased all across Europe and
employment rates of workers over 55 have been increased as well, there is a lack of formal
policies and good practices to support older workers in the national context of most countries
and in organizational level as well.
This report identifies the main barriers that older people are facing in the working environment,
together with the potential resources that could strengthen their contribution and productivity
in modern organizations. More specifically, the national reports present five case studies of the
countries that consist the consortium of the BeOld project, giving the national context
regarding older workers’ employment and the perceptions of older workers and Human
Resource managers. The desk research of reports identified an increase of older people’s
employment rates in all countries, as the retirement age limit increased and currently a
reformation process of welfare and pension system is under implementation. However, specific
policies and incentives regarding older workers and the organizational environment are absent
or very limited in all countries of our study.
From the interviews with older workers and Human Resource managers we identified the
working environment reality and the condition of older workers. The main barriers reported
are fatigue and physical condition, and also lack of motivation for older people that comes from
routine. The main disadvantage of older employees that has been highlighted by both Human
Resource managers and older workers is the low level of digital skills. On the other hand, the
resource of older workers is the accumulated experience and knowledge through all the years
of work. The common finding from the participants interviews is that barriers could be
overcome and resources could be used in full potential, as long as specific reformations occur.
The main issue from all reports is the need for specific policies that will assist older people in
the working place, not only in the form of financial incentives, but rather in practices such as
training opportunities, mentoring activities and in a more flexible working schedules. In this
vein, we recommended specific policies towards this direction. More specifically, the barriers
of fatigue and physical condition could be tackled by developing a more flexible working
schedule, adapted to the needs of all age groups and not only the older ones. Additionally, as
digital skills were reported as a main disadvantage of older people, compulsory lifelong learning
policy should be implemented in organizational level, in order to allow all employees,
regardless of age or other factors, to keep up with technology and other advances. Finally, the
experience and knowledge of older workers could become a valuable asset for organizations,
active as they interact with others, younger people learn through this interaction and
generations work together and finally organizations save resources as training is internal.
The transformation of labor market and the wider economy in Europe calls for more humancentered
approaches in order to sustain social cohesion. The new conditions that emerge will
transform modern organizations and the contribution of older people, as long as the interaction
between different generations will create the new working environment, in which solidarity,
productivity and satisfaction must be the basic elements for all workers, regardless of age. In
this vein, our study recommends the reformation of the working schedule in order to be more
efficient for older people, the life-long learning as a compulsory process for all and finally the
establishment of mentoring as a standard process that brings different generations together,
motivates older workers to share their knowledge and save resources for the organization.
The main aspiration of this report is to contribute in the best possible way to the overall
endeavor of the European societies to reform the modern labor market into an inclusive,
human-centered and efficient one. People aged 55+, actually cannot be consider “old”
nowadays, as our study aims to highlight, and they are full of potential to contribute greatly in
the current and future labor market, as long as specific policies and incentives will be
implemented towards this direction.

Autor(es) del recurso : 
Partnership of Erasmus+ BeOLD project
Fecha de publicación:
Jueves, 3 Octubre, 2019
Tipo de recurso: 
Estudios e informes
País:
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