Useful Tools | Ageingatwork

Inventarisation of existing questionnaires on MSD at work

Tilia Boussios — Tue, 05 Aug 2008 10:17:27 GMT

Inventarisation of existing questionnaires on psychosocial pressure at work

Tilia Boussios — Tue, 05 Aug 2008 10:16:42 GMT

Checkliste zur gestaltung altergerechter Arbeitsbedingungen

Tilia Boussios — Fri, 13 Jun 2008 07:35:56 GMT

This self-assessment tool gives a manager the possibility to check whether the working conditions of the company take into account the situation of an ageing workforce. With this checklist they can shape an age-aware working conditions policy to the needs of the older workers.

Fragebogen fur Durchführung einer Mitarbeiterbefragung

Tilia Boussios — Fri, 13 Jun 2008 07:35:49 GMT

After completing the questionnaire you get: - an assessment of the working conditions form an employee point of view, put into different dimensions that are important for the older workers - an estimation of the health, satisfaction and performance capability of the workforce, differentiated by age - references to urgent adjustments, useful to enhance the competencies of the workforce The questionnaire can be used for example every year. This way management is able to compare the data and evaluate whether there has been an improvement of health and satisfaction.

Leitfaden zur Arbeitsplatzbeobachtung "55 plus"

Tilia Boussios — Fri, 13 Jun 2008 07:35:43 GMT

With the guideline of workplace observation one takes into account the workplace and all elements are divided into categories: 'critically for older workers', 'to improve' and 'not critical'. This analysis provides indications to what needs to be looked at in order to have an age-aware policy.

Leitfaden zur Durchführung van Perspektivengesprächen mit älteren Beschäftigten

Tilia Boussios — Fri, 13 Jun 2008 07:35:37 GMT

These conversations need to be held with all older workers (from age 50 or 55). The focus in this conversation is not the retirement, but the actual situation, possible new developments in career, and possibilities to work in a healthier way.

Altersstrukturanalyse (Older workers structure analysis)

Tilia Boussios — Wed, 11 Jun 2008 13:57:33 GMT

To help companies focus on the "ageing at work" problem, the older worker structure analysis (Altersstrukturanalyse) can be a useful first step in dealing with these problems. The analysis focuses on the present situation and makes predictions for the future. An actual picture of the age structure of older workers in the organisation in given, as well as a prognosis of the future structure. The data of the age structure analysis gives information, but this information needs to be interpreted. Quality systems, personnel systems etc need to be taken into account when reading these numbers. The prognosis can serve as a warning system to make necessary adjustments.

Database of case studies on good practice in the employment of older workers

Tilia Boussios — Wed, 11 Jun 2008 13:18:34 GMT

Each case study describes how the organisation approached the issue and what the results were in the medium to long term. Many of the cases are longitudinal in nature. The case studies collected cover several countries, sectors and type of organisation, and document good practice in relation to such issues as recruitment, training, and development, flexible working, health, ergonomics etc. New cases are added regularly.

Integral Health Management (Integraal gezondheidsmanagement)

Tilia Boussios — Wed, 11 Jun 2008 13:18:22 GMT

Companies are increasingly opting to invest in the health and deployability of their employees. While employee health used to be a personal issue, it is being seen more and more as an issue that also affects companies. Integral Health Management (IHM) helps employers to manage the effects of business on health and vice versa so that the health of both employees and the company can be fostered. Free of charge, since IHM ensures that such an investment in health policy is quickly repaid, even makig profit. In every aspect. A comprehensive approach results in a more efficient and effective policy. The systematic approach taken by TNO enables organisations to gain in a handle on concepts like socially responsible business and good employership as well as justify the value of health to an organisation, its employees and its management.

Healthy workers in healthy organisations. A guide for implementing WHP.

Tilia Boussios — Wed, 11 Jun 2008 12:54:47 GMT

Step 1 - Preparing - we have decided to start workplace health promotion activities in our workplace: how we build up collaboration? how de we disseminate information about activities in our organisation? Step 2 - Planning - we have our group and have informed everyone about the activities: how do we set the targets of the activities? what functions do well in our workplace and what could we improve? Step 3 - Realisation - we have mapped the needs for health promotion, made a plan for development and informed everyone of the planned activities: how di we realise our plans? who will be responsible for the actions? who will participate? what is the target of the actions? Step 4 - Follow-up and evaluation - the process is ongoing and in part some of the targets have been achieved: how to follow-up and evaluate the process? have we achieved the targets we desired? how to ensure a continuous progress?

Workshop guideline 'quality of work - healthy into retirement'

Tilia Boussios — Wed, 11 Jun 2008 12:28:24 GMT

It consists of written instructions and a related set of charts. Participants may be both skilled workers and executives as well as older workers. The workshop is divided into four blocks each of which pursues different sub-objectives: Block A - sensitisation: the demographic change and its consequences in the company; Block B - reflection-work and ageing: what does that mean in my area of work?; Block C - orientation: inhouse fields of action; Block D - development-ideas for workshop: steps into practice

Work Ability Index (WAI)

Tilia Boussios — Wed, 11 Jun 2008 11:33:30 GMT

The tool involves a questionnaire, which serves to conduct a self-assessment. The focus is on the employees and their work ability assessed by themselves. Proceeding from the assessments of the employees, an examination is made as to whether restrictions on their work ability are immminent in the future and what need for action there is in order to promote the health of those serveyed over their working lives. The employees themselves can complete the questionnaire. However, the questions can also be answered with the help of others, for example works physicians during the works medical examination. The WAI can be used for individual employees and groups of workers. However, it can also be applied as an analysis tool to the whole company or the whole workforce of a company. It offers the possibility of comparing individual departments or company sections as well as individual groups of employees and age groups according to their WAI values. In this way it becomes apparent for which employees or groups of workers occupational medicine care is necessary.

Healthy employees in healthy organisations - questionnaire for self-assessment

Tilia Boussios — Wed, 11 Jun 2008 11:33:22 GMT

The questionnaire consists of a total of 27 questions spread over the six sectors (WHP corporate policy, HR&work organisation, WHP planning, social responsibility, WHP implementation, WHP results). Each question is included in the overall assessment with the same weight. Each question has 4 answer categories: A-fully achieved; B-considerable progress; C-certain progress; D-activities not started. To evaluate the questionnaire, appropriate forms are at hand in the manual.

Age structure analysis

Tilia Boussios — Tue, 10 Jun 2008 14:42:39 GMT

It can provide a good launch pad to determine and discuss possible HR problems in the company related to the change in the age structure. The age structure analysis is geared to the present and, at the same time, ventures a look into the future. The processed data alone reveal nothing about existing or possible HR problems. They must be interpreted in connection with the work and its demands as well as the HR policy and planning in the company. As the age structure analysis focuses in the future workforce situation, it can act as an early warning system.

Checklist to identify any need for action in terms of the age structure

Tilia Boussios — Tue, 10 Jun 2008 14:42:30 GMT

An examination is made whether the labour and HR policy currently in practice can cope with a rising proportion of older workers and of what risks this policy entails for an ageing workforce.