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Structural barriers and labour market policies - promoting active ageing through employment

Structural barriers and labour market policies - promoting active ageing through employment. Dr. Tomi Hussi Finnish Institute of Occupational Health (FIOH) Helsinki, Finland. Working aged (15-64) and total population 1990 – 2050, Finland. Ageing and work: milestones of the Finnish experiences.

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Structural barriers and labour market policies - promoting active ageing through employment

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  1. Structural barriers and labour market policies- promoting active ageing through employment Dr. Tomi Hussi Finnish Institute of Occupational Health (FIOH) Helsinki, Finland /

  2. Working aged (15-64) and total population 1990 – 2050, Finland /

  3. Ageing and work: milestones of the Finnish experiences • 1981 – 2009 Longitudinal studies on ageing workers by FIOH, 16- and 28- year follow-up on same respondents • 1990 -1996 FinnAge - Respect for the Ageing programme by FIOH • 1996 Cabinet Committee: Ageing people at work • 1998-2002 Finnish National Programme on Ageing Workers • 2003 - New National Programmes of different ministries • 2005 - Pension reform • 2006 - Life Course and Work –theme at FIOH /

  4. WORK ABILITY - Human Resources - Work Conditions EMPLOYABILITY EMPLOYABILITY ECONOMIC WELL-BEING ECONOMIC WELL-BEING HUMAN WELL-BEING HUMAN WELL-BEING EMPLOYMENT EMPLOYMENT POLICIES - Employment Policy - Education Policy - Exit Policy - Social protection /

  5. Work Ability house /

  6. Life Course from Youth to Retirement Life course 20 Age 60 Life cycle 20 Age 60 /

  7. Age–integrated working life Life phases Age – integrated Traditional Retirement Family, leisure, community Work Education and Training Work Education and Training Age Age L L ä ä hde: Reday hde: Reday - - Mulvey 2005 Mulvey 2005 /

  8. Wellbeing at work, business studies viewpoint Wellbeing at work + fluency of knowledge work Individual competence Collective competence • Work environment • information technology tools • support for creativity • Work community • changed leadership style • importance of collaboration • Health • ability to participate • effects on creativity /

  9. Good life Successful employee Strive and motivation Worker wellbeing Personnel development Work ability Productivity Succesful organisation Promising future The implications of personnel development /

  10. Need of reforms for a longer work life • Attitudes towards ageing must be changed (an attitudinal reform) • The awareness level of managers and supervisors in age-related issues needs to be improved (management reform) • Better age and life course-adjusted, flexible working life is needed (work life reform) • Health care services should meet the increasing needs of older workers (reform of health services) • Improvement of horizontal and vertical co-operation between key actors are needed (co-operation reform ) /

  11. goodwork Age practices Age facts excessivestrain The solution for ageing and good work lifeHussi, Tuominen ja llmarinen 2007 Mission and vision Employee Organisation of work productivity and wellbeing weaknesses strengths opportunities threats solutions /

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