European Network for Promoting Active Ageing: Mature-age Employees as Mentors, Coaches and Team-Leaders
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European Network for Promoting Active Ageing: Mature-age Employees as Mentors, Coaches and Team-Leaders

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Verso l’Europa 2020 - imprese e persone che cambiano ...

Verso l’Europa 2020 - imprese e persone che cambiano

Evento Finale del Progetto EMPOWER+ “Rete Europea per la promozione dell’occupabilità: lavoratori senior come Mentor, Coach e Team-Leaders”

Intervento di Kostas Michailidis - Fondo di sviluppo regionale della Macedonia centrale (Grecia)


“Verso l’Europa 2020, persone e imprese che cambiano” è il titolo con cui si è celebrato il 24 settembre 2013 in IFOA, a Reggio Emilia, l’evento finale del progetto europeo “Empower Plus”, realizzato da un partnership costituita da enti rappresentativi di diversi paesi europei: Grecia, regione della Macedonia Centrale, Germania, Spagna e Italia che con IFOA ha contribuito al progetto apportando la sua esperienza nella formazione.

Il convegno si è soffermato sull’importanza del mantenimento del filo di collegamento intergenerazionale che garantisce la continuità nel ricambio all’interno delle organizzazioni: mantenere il patrimonio di conoscenze che i lavoratori più anziani detengono e studiare e praticare modalità di trasferimento delle competenza ai più giovani significa per le imprese sopravvivere al cambiamento e assicurarsi continuità e innovazione.

Resto perchè cambio: così l’invecchiamento attivo sul posto di lavoro diventa un valore sociale, una ricchezza per l’impresa, un’ opportunità per i giovani, un arricchimento per i lavoratori maturi.

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European Network for Promoting Active Ageing: Mature-age Employees as Mentors, Coaches and Team-Leaders Presentation Transcript

  • 1. Project EMPOWER+ “European Network for Promoting Active Ageing: Mature-age Employees as Mentors, Coaches and Team-Leaders” (REF. 2011-1-GR1-LEO05-06795) Final Conference, 24th September 2013, Reggio Emilia, Italy
  • 2.  In 2010 17,4% of the population of Europe was over the age of 65.  In 1985 only 12,8% was over 65  In 2050 the predictions are that 29% of European Population will be over 65 which means 1 in 3.  On average in the EU, citizens consider that someone is young until the age of 42  In some countries like Malta and Portugal young is considered until the age of 37.  In Greece young is considered until the age of 50!!!  The average age of retirement in the EU is 61,4 while 1/3 of those that retired expressed their willingness to continue to work 2 EMPOWER+ EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 3.  The increase in the life expectancy and the quality of life has as a result that the mature age employees is a big and important part of the workforce.  That mature age employees want to work and contribute to the society.  According to a euro barometer survey 1/3 of those that retired would like to continue working under certain circumstances  The truth is however, that this working group has not been among the centre of the attention of the employment policies. 3 EMPOWER+ EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 4.  There are discriminations against mature age employees that are based on stereotypes and hypotheses on their ability and suitability to work  Employers very often consider that the skills of the mature age employees are obsolete and that it is more difficult to be trained regarding their younger colleagues  Several surveys have shown that one of the reasons behind that discrimination is that mature age employees do not fit into a new dynamic image that a company would like to create  As a result of that, mature age employees have low self- esteem and they are unwilling to remain at their work in the life expectancy and the quality of life has as a result that the mature age employees is a big and important part of the workforce. 4 EMPOWER+ EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 5.  The truth however is different  Mature age employees  Posses important knowledge  Have a greater familiarity with the products the services, the processes and the systems of an organization  The training of a mature age employee may be a better investment for a company than the training of a younger colleague  Mature age employees can transfer their knowledge to their younger colleagues by undertaking the role of a mentor  They can create a stable workforce and can become the right example to their younger colleagues 5 EMPOWER+ EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 6.  EMPOWER+ Project is financed by the Directorate General of Education and Culture and the programme Life Long Learning Leonardo da Vinci by 75% and by 25 % from own funds  In EMPOWER+ project consortium the participate  The Region of Central Macedonia as the Lead Partner, Thessaloniki Greece  The private company TREK Consulting Athens Greece,  IFOA, Reggio Emilia, Italy  INIFES International Institute for Empirical and socioeconomic studies Stadtbergen, Germany  EKINTZA BILBAO, Bilbao, Spain  Project started: 1/10/2011  Project ends: 30/9/2013 6 EMPOWER+ EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 7. 5 Work Packages 1. Identification of Needs Exchange and Transfer of experience 2. Development of Vocational Skills and Competencies 3. Evaluation and Valorization Management and coordination of the Action 4. Communication and Dissemination 5. Management and Coordination 7 EMPOWER+ EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 8.  Existing situation analysis in the five regions.  Region of Central Macedonia, Greece  Region of Attica, Greece,  Region of Reggio Emilia, Italy  Region of Tubingen, Germany  Basque Country  Good practices guide  Partners have collected good practices at local/ regional/ national and pan European level concerning empowerment, capacity building and other innovative approaches in the management of ageing Workforce  A good practices guide in English was produced. Good practices guides in national languages are available on the project web site. www.empowerplus.eu 8 WP 3 Identification of Needs, Exchange and Transfer of Experience EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 9. WP 4 Development of Vocational Skills and Competencies 9  Design of new training material  Material from EMPOWER project was enriched  New training fields have arisen from the existing situation analysis and the best practices.  Organization of training seminars. Training seminars in the 5 regions  Thessaloniki 24-30 September  Attica 9-10 September  Reggio Emilia  INIFES  Bilbao  Assessment of effectiveness EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 10.  Ongoing and Ex-post evaluation  Follow up plan 10 WP5: Evaluation and Valorization EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 11.  Promotional Material  Brochures in all languages of the project (Greek, Italian, German, Spanish and English)  Banners & posters  RCM will also make a banner and 10 posters in each national language and will send them to each partner  newsletters 11 WP2 Communication and Dissemination EMPOWER+ Final Conference 24th September Reggio Emilia, Italy
  • 12. Thank you very much Grazie mille Michailides Constantinos Region of Central Macedonia Regional Development Fund Themistolki Sofouli 62A Thessaloniki Post Code 54655 Greece tel +302310403004 fax+302310403079 12 EMPOWER+ Final Conference 24th September Reggio Emilia, Italy