This course will focus on age management practices in work organizations comprising not only organizational level activities, such as top management, HR-policy and line-management practices, but also individual level activities, such as peer-support groups, self-help tools and work ability coaching. The purpose of the course is to provide participants clear insights of current empirical evidence of effectiveness of organizational and individual level activities in supporting longer and better working careers. Participants will gain understanding of theoretical background concepts and their practical application in form of concrete tools for work organizations as part of age management practices.
- Occupational health professionals
- Occupational safety officers
- Work ability coordinators
- Researchers interested in interacting with enterprise level actors
Input lectures with team work applications, individual work followed by small group discussions.
Age-friendly organizational practices – theoretical concepts and empirical evidence with practical examples
Supporting individual worker’s work ability and career management preparedness – theoretical concepts and empirical evidence with practical examples
Demographic change is one of the ongoing megatrends in the world, and especially in Europe. This means decreasing birth rate together with increasing life expectancy resulting in increasingly ageing workforce with simultaneous shortage of young entry-level workers. Longer working careers are called for but vast majority of employers are lacking effective tools in supporting workers of different ages. According to EUOSHA only 7% of small enterprises and 19% of large enterprises are aware of age-friendly policies, thus year 2016-2017 has been dedicated for Healthy Workplaces for All Ages by EUOSHA. Best practices in age management embrace organizational level actions, such as age-friendly HR-policy together with individual level support, such as OHS and life-long-learning opportunities. This comprehensive approach requires more resources and know-how of organizational actors but will yield greater benefits than narrower one measure approaches alone.
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