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Waltteri Berger Ossi Hakkarainen Juhana IkonenPia Karjalainen Sanna Sokura Sonja Sorsa
Preface
Age structure changes and its effects in FinlandEconomic growth, employment and welfare
LabourEmployment and retiring
Work communitiesIndividual ageing and health
Know-howLearning and knowledge
Case Abloy OyAge friendly work community
The Finnish age structure• Population by age and gender 2010 in Finland
• Our largest age groups are starting to be retiring age (average 59,8)
• Year 2010: 17,6 % of the total population were aged over 65 year old
The Finnish age structure
Population by age and gender 2050
Year 2050: 27,6 % of the total population will be aged over 65 year old
Fertility rate• Growth in the 1940’s is explained by the end of World War 2• After that there were decline for 30 years and it steadied in
the 1970’s
• After 1970’s fertility rate has risen slightly to it’s present 1,86
Dependency ratio• Dependency ratio tells how many working-aged persons
there are towards every under 15 and over 65 years old persons
• Current dependency ratio is 100/50• Dependency ratio in the year 2050 is predicted to be 100/75
The Finnish Pension System Composed mainly of two pension types: Employment-based earnings related pension Residence-based national pension
The importance of supplementary pension benefits is rather small in Finland
95 % of the Finnish pension scheme is composed by mandatory retirement plan
The 2005 pension reform in Finland
The possibility to shift to old-age pension is more flexible within the age of 63-68
Taking in account all earnings of the whole work history
Studying and childcare also increases pension
Incentive bonus supports to work longer
Employment rate of elder people
Employment rate for people over 55 has risen, especially among people over 60 year old
Age management and features of ageing workers
Age and ageing
An ageing worker 45, an older worker 55 Ageing - and changeing
Health status, functional abilityWork abilityValues, attitudesSocial capasity, experience of life
Ageing – and not changeingLearning and thinking abilityintelligenceCompetence, work experience
Personal factors influencing on retiring
Age EducationHealthMarital statusPension insurancePersonal income Domestic income
Work related factors influencing on retiring
Permanent employment
Leadership of immediate superior
Occupational health care and rehabilitation
Flexibility of working hours
Working environmentWorkload and hasteSupplementary
educationDevelopmental
potentialSocial networkSalary
Work ability
Workability maintenance
Juhani Ilmarinen: Aging workers 2001 in Occupational Environmental Medicine
Age management
Pays attention to whole human resources
Both young and older workers have special needs in different life situations
Suitable work load for workers of varying ages
By positive feedback and appreciation employees get more experiences of success in working life
Learning
Attitude Connection to former
information
Progress in own
speed
Testing
Self-reflection Peaceful environment
Allowance of
mistakes
Consideration
Active learning style Good atmosphere
Methods to transfer tacit knowledge and know-how
Recruiting Documentation
Mentoring On-the-job learning
Development discussion Person rotation
Exit interview Participation to different kinds of projects
Age-friendly work community
About Abloy
One of the leading manufacturer of locking systems and locks worldwide
World’s leading developer of electromechanical locking technology
37 000 employeesThree factories in FinlandHead office in Joensuu
The Age Masters program: Background
In Finland exceptional baby boom after the Second World War
Not enough young people to replace elderly workforce
The transition of experimental tacit knowledge to younger employees
The Age Masters program: Goals
Better working abilityLess sick daysLonger in working lifeHigher age of retirementMore respect to professional knowledge of
older employees
The Age Masters program
Started in 2001Minimum age 55After 59 years additional days offPersonal fitness tests Maximum 14 days off per year
The Age Masters program: The Age Masters Club
Important communication channel Collective educationSeminarsRecreationFree use of special fitness clubs for older
people
The Age Masters program: Results
Age of retirement has climbed several yearsProfessional self-respect improvedMore energy for hobbiesThe quality of working life and personal life is
better
Summary
Finland is going through a change of population structureAll must carry their load, the Finnish people
themselves, companies and organizations and also the politicians.
As a welfare country Finland is committed to make sure the economy is in balance and growing
The age structure obligates to make changes in Finland that in the future working generations can succeedAnd to avoid financial and employment issues
The Finnish board should support aging workers if an organization cannot handle the situation
Guide for employers how to cope and how to handle different situations and workers in small businesses and in large organization
Better system to pass on knowledge and know-how to those workers who are lacking the necessary experience in work life is important.
Summary
Ways to help elderly workers to want work longerOccupational healthcare, co-operation among
workers and employers, healthy and positive encouraging working environment, social relationships, financial benefits for longer work life and good salary
Balancing work and free time, hobbies, family and their support can also be a source of motivation.
Summary
Age programs as Abloy Oy has should be more common
Work communities individual solutions for workers are important in a successful working environmentEveryone should be able to have an
opportunity to be an individual and to show what ones abilities are
Summary
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