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Workshop 26
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Workshop 26


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From the conference Competence 50+ 2007 in Gothenburg, Sweden.

From the conference Competence 50+ 2007 in Gothenburg, Sweden.

Published in: Education, Technology

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  • 1. Elderly Plans - do they work? Sandra KRABB IBG Institut für humanökologische Unternehmensführung GmbH Vienna, Austria
  • 2. „ experience has future“ findings of the work with SME
  • 3. IBG – healthy ways to productivity
    • IBG was founded in 1995 as consulting company for
    • sustainable working world
    • personnel development
    • foci:
    • Generation Management and “Productive Ageing“
    • Health Quality Management
    • Health an Safety Psychology
    • Human Work Index
  • 4. the project „experience has future“ companies need the (cap)abilities of all 3 generations of employees – demographic change especially SME “ experience has future“ supported 15 Viennese SME - analyse their situation - initiate measures to support all 3 generations (especially elderly employees) approach: elderly plans “ experience has future“ is part of the Austrian EQUAL project TEP_EQUAL_ELDERLY (
  • 5.
    • develop sustainability at work (workability and workinterest) for elderly employees
    • assist companies in profiting of the experience of their elderly employees
    • maintain elderly employees in the working process
    • generation management
    • specific company objectives
    project objectives
  • 6. sustainable anchoring of generation management
  • 7. consulting approach – elderly plan information sensitisation analysis e.g. Human Work Index conception implementation change A B D C custom-made approach realisation evaluation planning change CM change management initial stage
  • 8.
    • sensitisation & organisational culture
    • life long learning (oriented on age-specific requirements)
    • knowledge management (maintenance and transfer)
    • age adjusted jobs for all generations
    main topics
  • 9. sensitisation & organisational culture
    • leadership and employees:
    • discussions, coachings,
    • workshops
    • information about ageing,
    • models of good practice
    • instruments of human resources
    • development:
    • e.g. appraisal interviews and
    • agreements on objectives
    • matched for all generations
  • 10.
    • anchoring life long learning for all generations in the company
    • incentive and appeals for learning
    • and reflection of competence and
    • ability (training on the job)
    • continuous qualification and
    • education for all generations
    • coping with long phases of
    • discontinued learning
    • age adjusted didactics
    life long learning (oriented on age-specific requirements)
  • 11. knowledge management (maintenance and transfer)
    • explicit implicit know-how and
    • ensure transfer of experience and
    • knowledge
    • analyse experienced orientated
    • working styles
    • open attitude for knowledge
    • transfer
    • approach: tandem, team-meetings, quality manuals, ...
  • 12. age adjusted jobs for all generations
    • Take all changes of ageing into consideration (alteration vs. degradation - deficit model of ageing)
      • create challenges
      • avoid monotonous repetition
      • and physical overstrain
  • 13. tools
    • analyses of work places and processes – age adjusted checks
    • working conditions (tools)
    • work organisation and work plan
    • (e.g. tandem, rotation)
    • attitudes on work and retirement
    • and ergonomic trainings
    age adjusted jobs for all generations ergonomics