Structural barriers and labour market policies promoting active ageing through employment
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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

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

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

/


Ageing and work milestones of the finnish experiences

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

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Structural barriers and labour market policies promoting active ageing through employment

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

/


Work ability house

Work Ability house

/


Structural barriers and labour market policies promoting active ageing through employment

Life Course from Youth to Retirement

Life course

20

Age

60

Life cycle

20

Age

60

/


Structural barriers and labour market policies promoting active ageing through employment

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

/


Wellbeing at work business studies viewpoint

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

/


The implications of personnel development

Good life

Successful employee

Strive and motivation

Worker wellbeing

Personnel development

Work ability

Productivity

Succesful organisation

Promising future

The implications of personnel development

/


Need of reforms for a longer work life

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 )

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The solution for ageing and good work life hussi tuominen ja llmarinen 2007

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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