Ageingatwork

Verslag studienamiddag 'Leeftijd en gezondheid op het werk' (België - Leuven)

Tilia Boussios — Mon, 16 Nov 2009 11:46:00 GMT

Samen met de huidige economische recessie vormt de vergrijzing en ontgroening van de bevolking een van de grootste uitdagingen voor onze samenleving en arbeidswereld. Zo bereikt bijvoorbeeld een grote groep oudere werknemers de komende jaren haar pensioengerechtigde leeftijd. Wanneer deze babyboomers de arbeidsmarkt verlaten, vloeit er niet alleen veel kennis en ervaring weg; hun plaatsen zullen in vele gevallen erg moeizaam worden ingevuld - zeker op het moment dat de economie weer zal aanzwengelen. Er dreigt met andere woorden een nijpend tekort aan geschikte arbeidskrachten. Arbeidsorganisaties zullen niet alleen meer op zoek moeten gaan naar oudere en ervaren mensen, ze zullen ook verdere inspanningen moeten leveren om een degelijk en stimulerend leeftijdsbewust personeels- en retentiebeleid uit te bouwen.

Tegen deze achtergrond ging Prevent eind 2007, samen met enkele Europese partners en met financiële steun van het 'Leonardo da Vinci'-programma van de Europese Commissie, van start met het project AGEING AT WORK. Het uitgangspunt van AGEING AT WORK is dat het voeren van een leeftijdsbewust beleid gepaard moet gaan met aandacht voor de gezondheid, het welzijn en het werkvermogen van álle werknemers. Een gepast welzijns- en gezondheidsbeleid kan de duurzame inzetbaarheid van werknemers immers mee helpen garanderen.

Tijdens het project werd op basis van een behoeftenanalyse en literatuurstudie, een pilot-training voor HR-professionals uitgevoerd in België, Nederland en Polen. Als sluitstuk van het Belgisch/Vlaamse luik van AGEING AT WORK, werd er op woensdagnamiddag 28 oktober in Leuven een studienamiddag 'Leeftijd en gezondheid op het werk' georganiseerd. Het eindsymposium gaf toelichting bij de bevindingen van het project en een aantal deskundigen (Dr. Rob Gründemann, TNO Nederland; Prof. Luc Derijcke, UAMS; Dr Philippe Kiss, Securex; Dirk Mallezie, FOD Mobiliteit & Vervoer; Gunter Bombaerts, expertisecentrum Leeftijd & Werk) vertelden meer over de vergrijzingsproblematiek en strategieën om deze op organisatieniveau aan te pakken.

Er waren een 120-tal deelnemers, uit diverse sectoren en diensten (HR, preventieadviseurs, arbeidsgeneesheren, projectontwikkelaars, diversiteitsconsulenten, etc.). Zij kregen onder andere volgende conclusies mee:

Focus niet enkel op de oudere werknemer. Richt je niet enkel op de 'kalenderleeftijd' en de groep "oudere" werknemers, maar op iedereen, doorheen de ganse loopbaan. Het totale leeftijdsplaatje is dus van belang. Op deze manier stop je mensen niet in vakjes. De "jongere" werknemers zijn immers de oudere werknemers van morgen.
Aandacht voor de gezondheid van werknemers rendeert!. Focus niet enkel op de kennis en vaardigheden van werknemers, maar ook op hun gezondheid. Een degelijk welzijns- en gezondheidsbeleid op het werk, met aandacht voor onder meer veiligheid, ergonomie, psychosociale aspecten, re-integratie, leefstijl en gezondheidspromotie, kan werknemers mee helpen gemotiveerd, betrokken, vitaal en inzetbaar te houden.
Samenwerking tussen HR, preventiediensten, direct leidinggevenden, etc. is noodzakelijk. Om tot een integraal gezondheidsbeleid te komen, is er samenwerking nodig tussen verschillende actoren binnen een organisatie. HR- en preventiediensten werken momenteel vaak op hun eigen eiland. Door een betere synergie, kunnen er meer doeltreffende oplossingen gevonden worden om de betrokkenheid en inzetbaarheid van alle werknemers te behouden en te vergroten. Hierbij spelen de direct leidinggevenden eveneens een cruciale rol: zij vormen de schakel tussen de werknemer en de andere actoren, en dienen hierbij kort op de bal te spelen.

In bijlage vindt u een pdf-versie van de presentaties die werden gegeven tijdens deze studienamiddag.

Workshops

Tilia Boussios — Thu, 29 Oct 2009 13:03:46 GMT

BE- Course Material and Documents Day 4

Tilia Boussios — Tue, 20 Oct 2009 09:43:02 GMT

Consolidation

Aim and Content

Day four will begin with a presentation and discussion of the results achieved by participants’ interventions. Some ‘lessons learned’ will be derived from these presentations, and time will be taken to discuss how to consolidate the intervention you initiated in the organisation.

At the close of day four, an oral and written evaluation of the course will be completed. The results of this evaluation will be communicated to all participants following analysis.

Final Result:

Synthesis of knowledge and experience are the central elements of this training day.

NL - Course Material and Documents Day 3

Tilia Boussios — Tue, 20 Oct 2009 09:36:07 GMT

Design

Aim and Content

On day three, the homework assignment involved conducting an analysis of support in your organisation. These analyses will be explored in detail during training. Based on the results, you will formulate your final problem definition. This will be the starting point for the next phase in our process: the intervention.

We will present different intervention strategies which are necessary to advance the current policy on age and work in your organisation. Based on your final problem definition and your basic support analysis, a strategy is designed for actual implementation of an intervention in your organisation.

Final Result:

At the end of the third day, you will have learned how to design an intervention based on your earlier analyses.

NL - Course Material and Documents Day 4

Tilia Boussios — Tue, 20 Oct 2009 09:34:24 GMT

Consolidation

Aim and Content

At the close of day four, an oral and written evaluation of the course will be completed. The results of this evaluation will be communicated to all participants following analysis.

Final Result:

Synthesis of knowledge and experience are the central elements of this training day.

Discussiemiddag 'Leeftijd en gezondheid op het werk' (Nederland)

Tilia Boussios — Mon, 12 Oct 2009 14:52:00 GMT

De Hogeschool Utrecht en TNO willen graag in gesprek komen met HR-professionals over het thema leeftijd en gezondheid op het werk. Hiertoe organiseren zij op dinsdag 27 oktober een discussiebijeenkomt in Utrecht. Tijdens die middag zullen de actuele ontwikkelingen op dit terrein besproken worden. Dat betreft het voornemen van het kabinet om de AOW leeftijd te verhogen naar 67 jaar en de door SER leden voor 1 oktober 2009 geformuleerde alternatieven. Tijdens de middag zullen de deelnemers ook worden geïnformeerd over de resultaten van het Leonardo da Vinci-project AGEING AT WORK en de in het kader van dit project ontwikkelde training. Deze training levert een bijdrage aan de ontwikkeling (en uitvoering) van een organisatiebeleid gericht op meer duurzame inzetbaarheid van de medewerkers. Meer informatie over de discussiemiddag en hoe u zich kan inschrijven, vindt u in de pdf in bijlage.

Studienamiddag 'Leeftijd en gezondheid op het werk' (België)

Tilia Boussios — Mon, 12 Oct 2009 14:52:00 GMT

De studienamiddag richt zich op HR-professionals, preventieadviseurs en iedereen die meer wil weten over het voeren van een leeftijdsbewust personeelsbeleid en het welzijn van de ouder wordende werknemer. Tijdens het symposium zullen de bevindingen van het project worden voorgesteld, en komen een aantal deskundigen meer vertellen over de vergrijzingsproblematiek en strategieën om deze op organisatieniveau aan te pakken. Volgende topics staan onder andere op het programma: - Arbeidsparticipatie van oudere werknemers, Dr. Rob Gründemann (TNO Arbeid - Hogeschool Utrecht) - Wakker houden op het werk - krachtlijnen voor een leeftijdsneutraal stimulerend personeelsbeleid, Prof. Luc Derijcke (UAMS) - Gezondheid van oudere werknemers en hun functionele capaciteit - belangrijke parameters voor een leeftijdsbewust personeelsbeleid, Dr. Philippe Kiss (Securex) Meer informatie over het programma en hoe u zich kan inschrijven, vindt u in de pdf in bijlage.

Swedish Presidency puts Healthy and Dignified Ageing on EU priorities

Tilia Boussios — Tue, 06 Oct 2009 15:24:00 GMT

On 15-16 September, the Swedish Presidency organised in Stockholm a conference on Healthy and Dignified Ageing to discuss how Member States can improve the quality of life of the elderly in Europe through strengthened cooperation between health and social sectors at national and European. This conference was very successful in raising awareness of the need to promote a better coordination and
cooperation of all actors involved in elder care. For more information see the conference website

AgeingatWork Services Flyer

Tilia Boussios — Fri, 02 Oct 2009 13:17:00 GMT

Discussiemiddag 'Leeftijd en gezondheid op het werk'

Tilia Boussios — Thu, 17 Sep 2009 09:29:00 GMT

Conference on Healthy and Dignified Ageing

Tilia Boussios — Fri, 11 Sep 2009 10:56:00 GMT

A conference on Healthy and Dignified Ageing is held on 15 and 16 September in Stockholm. The aim of the conference is to more permanently and regurlarly put the issue on ageing and elderly on the EU agenda. It is also to promote cooperation and interaction between health and social sectors dealing with ageing - both at EU-level and at national level.

Studienamiddag 'Leeftijd en gezondheid op het werk'

Tilia Boussios — Fri, 11 Sep 2009 09:45:41 GMT

Aids to create more insight in ageing at work

Tilia Boussios — Mon, 07 Sep 2009 07:33:09 GMT

PL- Course Material and Documents - Day 2 (Program promocji zdrowia w firmie)

Tilia Boussios — Tue, 16 Jun 2009 13:08:45 GMT

Aim

To analyze the organizational strategy and needs of your workforce
To learn about the proper way to build intervention plan

Background and Instructions

During this meeting you will learn about the model approach towards unfolding activities regarding age and health management in you organization. This will include:

Assessment of needs
Planning of intervention
Implementation
Evaluation

During this day you will prepare a draft of WHM project that can be introduced in your company. You will be also equipped with a set of guidelines and manuals to help you with further study and development of projects in particular areas of workplace health.

Employers Forum on Age

Tilia Boussios — Tue, 09 Jun 2009 08:29:07 GMT

Founded in 1996 the EFA is an independent network of leading employers who recognise the value of an age diverse workforce. In addition to supporting employers, the EFA influences Government, business and trade unions, campaigning for real practical change.

Achieving Business Excellence – Health, Well-Being and Performance

Tilia Boussios — Tue, 09 Jun 2009 08:28:51 GMT

*The role of corporate health and workplace partnership in Europe’s economies – nice to have or key to strategic asset? *Developing the business case for investing in corporate health and workplace partnership – indicators and instruments *Healthy ageing – a challenge for business and societies *Mental health and leadership: practices and policies *Innovation and change: organising work to meet the challenges of a knowledge economy

Age and Employment Network

Tilia Boussios — Sun, 31 May 2009 11:19:01 GMT

The Age and Employment Network - Experts in Age and employment

Eurofound - Ageing links

Tilia Boussios — Sun, 31 May 2009 11:18:48 GMT

Different links related to the ageing@work topic, provided by the European Foundation for the improvement of living and working conditions.

TAEN - Guide to Age Management

Tilia Boussios — Sun, 31 May 2009 11:18:36 GMT

An introductory guide to age management for HR professionals which includes the following issues:

Policy, management and the ageing workforce
The argument for age management
What do we mean by age management ?
Historical background
The business of age management
Leadership
A system of age management
The business case
The employment cycle and the life-course
Choice of age management interventions
Finnish experience and work ability
Age management and HR management
Concluding comment

European Age Management Network - EAMN

Tilia Boussios — Sun, 31 May 2009 11:15:00 GMT

The objective of the Network is to: Develop and extend the concept of age management to a common understanding as a mechanism to successfully embrace demographic changes facing the labour market across the life-course; and to promote age management in practice at the levels of the individual,enterprise and society.

BE Course Material and Documents Day 3

Tilia Boussios — Tue, 28 Apr 2009 12:54:06 GMT

Design

Aim and Content

Final Result:

At the end of the third day, you will have learned how to design an intervention based on your earlier analyses.

PL - Course Material and Documents - Pre-Course Homework (Materiał przygotowujący do sesji szkoleniowej)

Tilia Boussios — Thu, 23 Apr 2009 14:06:53 GMT

Aim

To prepare for the training course
To reflect upon what is WHP and Ageing Policy in your organization

Background and Instructions

Please take a look at the training programme and try to prepare for the discussion regarding the ageing population. What does it mean to you personally, what does it mean to you as a HR specialist, what does it mean in your organization? Do you know any methods to deal with this issue?

BE - Course Material and Documents Day 2

Tilia Boussios — Wed, 25 Mar 2009 15:01:23 GMT

Analysis

Aim and Content

For your homework assignment you were asked to complete the HR Scan in your organisation. The results of the scan will be linked to the health policy in your organisation, in terms of the I-WHAM concept.

This second training day focuses on the way in which age and health aspects can be included in the HR policy, and the conditions needed to encourage inclusion. In order to achieve a clearer view of these particular conditions, two methods of analysis are presented: stakeholder analysis and cost-benefit analysis. Both techniques offer an important indication about the direction in which to implement an intervention in your organisation. You will conduct an analysis of organisational support between days two and three (homework assignment).

Final Result

Following day two of this course, you will be able to conduct an analysis of organisational support, to implement the concept of I-WHAM in your own organisation and to integrate all aspects in a business case. This will be the basis for the homework assignment between days three and four.

Relevant Links

Expertisecentrum Leeftijd & Werk (BE-VL)
Overheidssteun voor banen (BE)
European Network for Workplace Health Promotion - Toolbox
European Foundation - Database
Ministerie Sociale Zaken en Werkgelegenheid - TNO (NL)

Intro_DM (Disability Management, Prevent)
Ouderen en arbeid (Universiteit Hasselt)

NL - Course Material Between Day 2 & 3

Tilia Boussios — Wed, 25 Mar 2009 10:07:11 GMT

Stakeholder Analysis

Aim

To outline the main stakeholder groups, their contribution to the project, and the potential conflicts between different stakeholder groups and their demands.

Background and Instruction

Talk to each of the stakeholders about your intervention
Prepare your discussions by determining for each of the stakeholders whether your intervention will receive enough support, based on a consideration between:
- the benefits for the respective stakeholders;
- overcoming resistance; and
- the positive balance between qualitative/quantitative benefits and costs.
Check with the stakeholders the feasibility of your problem definition and intervention.

Tool 3: Stakeholder Analysis

This tool is a WORD file which you can save to your PC and complete electronically.

We guarantee that all provided information will be treated confidentially.

BE - Course Material and Documents Day 1

Tilia Boussios — Wed, 11 Mar 2009 16:26:52 GMT

Introduction – Recognition

Aim and Content

The course will begin with an introduction so that participants can become acquainted with each other. The information that you provided in the pre-course homework will also be used for this purpose. By completing the homework, you provided valuable data regarding several important characteristics of your company in relation to ageing and work. The first day will build upon this documentation.

We will provide information which is required to work on an age-conscious personnel policy with a focus on health in a thorough and professional way. Attention will be given to facts and myths regarding age-related topics.

Examples from two companies will demonstrate elements of policy and interventions regarding age and health. Furthermore, a new concept, “I-WHAM” (Integrated Workplace Health Management), will be introduced.

At the close of day one, you will have learned about the importance of conducting an appropriate analysis of the existing policy, as a prerequisite for fruitful and successful interventions.

Final Result

At the end of day 1 you will have learned a variety of facts on health and ageing, and you will have a clearer understanding of the future steps required by your organisation. Interactions with other trainees in the group, feedback from participants and practical examples will further clarify the concept behind ageing at work.

NL - Course Material and Documents Day 2

Tilia Boussios — Tue, 10 Mar 2009 10:36:35 GMT

Analysis

Aim and Content

Final Result

Relevant Links

NL - Course Material and Documents Day 1

Tilia Boussios — Wed, 21 Jan 2009 13:26:00 GMT

Introduction – Recognition

Aim and Content

At the close of day one, you will have learned about the importance of conducting an appropriate analysis of the existing policy, as a prerequisite for fruitful and successful interventions.

Final Result

NL - Course Material and Documents Between Day 1 & Day 2

Tilia Boussios — Wed, 21 Jan 2009 13:26:00 GMT

The HR Scan: From Problem Definition to Diagnose

Aim

To describe the state of the art of HR policies and practices in your organisation from the perspective of ageing at work, based on diagnostic tool/checklist

Background and Instruction

After you wrote the problem definition in your organisation on the first day, you will now search for adequate interventions and solutions. You don’t have to start from scratch, because already a lot of is happening in your organisation regarding HR policies and practices. By completing the HR Scan Age (tool 2a) you will make a diagnosis, a snapshot of the organisation. This picture is a good starting point for further activities. With the results of the scan you can detect which adjustments of the HR policies and practices are wanted or needed.

You can use tool 2b (background information on the HR Scan Age) in order to complete this assignment. You can also use the checklist (tool 2c) with relevant questions.

We ask you to thoroughly prepare these questions and upload the answers two weeks on the extranet before the start of the course. The results of the participants will be discussed at Course day 2.

The Tools you will need to complete this assignment are the:

Tool 2a: HR Scan Age
Tool 2b: Background Information
Tool 2c: Checklist

All these tools are PDF files which you can save to your PC and complete electronically.

We guarantee that all provided information will be treated confidentially.

Contact

Tilia Boussios — Fri, 04 Apr 2008 15:02:41 GMT

If you would like more information about the Ageingatwork Project - Please use the Form below to contact the AgeingatWork Coordinator - Lieven Eeckelaert: l.eeckelaert@prevent.be

Welcome to the Ageing at Work Website

Tilia Boussios — Fri, 04 Apr 2008 14:36:00 GMT

The ageing of societies has major implications worldwide. Today in Europe, the ageing workforce is clearly evident and this emphasises the need for appropriate age management structures and interventions. There is increasing need to maintain and promote employee health and to encourage motivation, competence and productivity in the workplace. Often, Human Resource Management is directed at the employability of workers, with a focus on their skills and knowledge. Health, wellbeing and lifestyle behaviour tend to receive less attention from HR professionals. AGEING AT WORK addresses this problem and promotes the integration of age-related physical, psychological and social health issues into a strategic HRM perspective.

I-WHAM

AGEING AT WORK was developed through collaboration with six European expert institutions, with the aim to transfer expertise and knowledge in age and health management. The project has been funded by the Leonardo da Vinci programme of the European Commission, and has lead to the development, testing and promotion of a training concept for HR professionals. The concept is built around the approach of Integrated Work, Health and Age Management (I-WHAM). All employees, but in particular older workers, will benefit from this I-WHAM approach, as workers will be able to prolong their career and improve the overall quality of their working life.

Services

AGEING AT WORK offers tailored training courses targeted at HR professionals and occupational health professionals from all business enterprises (all sectors, public or private). An AGEING AT WORK training course consists of a well-balanced mix between theory and practice: participants will be equipped with practical knowledge and tools, and will be guided through the implementation steps to launch a process in their own organisation. Specific homework assignments - supported by an e-learning platform - stimulate trainees between the sessions to apply and test the knowledge which they have acquired. Participants will be able to design a business case, through which they could initiate a real-life, small-scale intervention.

The AGEING AT WORK service offer:

Introductory courses on integrated work, health and age management – short courses introducing the topic; why is age management important, what are the benefits, the elements of integrated work, health and age management
Tailored training on integrated work, health and age management – training needs analysis; flexible training content; systematic knowledge evaluation
Comprehensive training package – 6 day training course including face to face and e-learning elements; practical assignments applying acquired knowledge and skills; assessment of knowledge and skills
An experienced multinational team – trainers from leading institutes in 4 countries; training available in Dutch, English and Polish; ongoing support provided
Training on demand – training available to suit your schedules.

Testimonials

From participants in the AGEING AT WORK training:

“Thanks to the clear structure and stepwise approach of the training, I was able to put the age issue on the management’s agenda.”
“The training has helped me to actually introduce some small but effective changes in our company; I think we’ve taken the first steps in a good direction.”
“The possibility to exchange information and experiences with other trainees was very interesting and helpful.”
“The homework assignments gave me the opportunity to really apply some age- and health-specific tools in my organisational environment.”
“The e-learning platform on the website provided a nice overview of the course modules and the structure of the training course.”

CONTACT

If you are interested in the AGEING AT WORK services, don’t hesitate to send a mail to: info@ageingatwork.eu or ageingatwork@prevent.be