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IFA-2012 “ Ageing at Workplace ” : Roadmap for R&D + innovation activities

IFA-2012 “ Ageing at Workplace ” : Roadmap for R&D + innovation activities. Javier Larrañeta, TECNALIA PESI Secretary General, ETPIS EB Officer. 1.1 ETPIS / PESI 2020 Vision. « Global and integrated vision on Industrial Safety» (Safety + Security). Deployment areas at ETPIS/PESI:

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IFA-2012 “ Ageing at Workplace ” : Roadmap for R&D + innovation activities

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  1. IFA-2012 “Ageing at Workplace”:Roadmap for R&D + innovation activities Javier Larrañeta, TECNALIA PESI Secretary General, ETPIS EB Officer

  2. 1.1 ETPIS / PESI 2020 Vision « Global and integrated vision on Industrial Safety» (Safety + Security) Deployment areas at ETPIS/PESI: • Process and plant Safety • Occupational Safety & Health (OSH) • Environmental Safety • Enterprise Security

  3. 1.2.- Structure of SRA according to FGs • 6 Focus Groups • Advanced Technologies for risk reduction • Methodologies for risk assesment and management • Structural Safety • Human & Organizational Factors • Emerging Risks and Nanosafety • Technologies for Enterprise Security (critical infrastructures protection & business/service continuity) • 2 Hubs • Education and Training • Safety Transport (dangerous goods)

  4. 1.3.- Partners at PESI 1.- Industry (Corps & SME, Associations) • SME • Enterprises and Industrial Corporations • Associations (Manufacturing, Machine-tools, Chemistry, PPE, etc) 2.- Government: Ministries & Regional Bodies • Ministerio de Ciencia e Innovación (Science & Innovation) • Ministerio de Industria, Turismo y Comercio (Industry) • Ministerio de Trabajo e Inmigración (Labour) • Ministerio de Medio Ambiente (Environment) • Ministerio del Interior (DG PCyE, CNPIC) • Administraciones de las CC.AA.(Regional Bodies) 3.- Academia and Research Institutions & Labs • Research Institutes, Labs, Technology Centres • R&D groups at Universities (MTAS 2005) PESI: Non-profit Association 50 Founding Members More than 250 active members+ 80% Industry, 15% RTO 4.- Other safety-related institutions • Asociación Española de Normalización (AENOR) • OSH, Insurance &medical services: prevention at work, accidents,…

  5. ETPIS GENERAL ASSEMBLY Coordination between Platforms (European & Spanish) Consejo Secretariado Secretariat , , Executive Ejecutivo Board Finanzas Finance, , Comunicaci Communication ó n ... ( Nombrado por la AG) Operational Despliegue Areas Research focalizadas Focus operacional Deployment / sectorial de investigaci Areas ó n M é todos y tecnolog í as Factores humanos y 1. - Risk assesment & 2. - Advanced risk management reduction technologies para reducir el riesgo organizacionales GENERAL ASSEMBLY (Representación de todos los socios) PESI Honour Committee Educaci ó n , formaci ó n , M é todos 4. - Human & de evaluaci ó n 3. - Structural Safety transferencia organisational factors y gesti ó n del riesgo Riesgos 5. - Emerging emergentes risks HUB Nanosafety EXECUTIVE BOARD (Approbed by GA) WG Coordinators • Technical Sec. • Economic Sec. • Communication HUB Education & Coordinación estrecha Trainning Other TPs Coordinators Presidency Enlace ETPIS Assesor Group Working Groups Deployment operational /sectoral 2.- Methodologies for risk assesment & management Industrial Safety 1.- Technologies for risk reduction 3.- Structural Safety Occupational Safety &Health 4.- Human & Organizational factors 1.- First Level: European 2.- Second level: PESI (Spain) 5.- Emerging Risks & Nanosafety Environmental Safety 6.- Security Technologies Enterprise Security HUB – Education & Training Spanish TPsSusChemManuFutureConstructionElectricitySteelTransportITC… Coordination NTPIS Network of National Platforms: F, D, CK, IT, FI, NL, PL, RO … UII • 1.- Level: European Platform • Vision • Research Agenda (SRA) • Operational deployment • 2.- Level: National Platforms (Mirror) • Singularities of Member States • Vision, Agenda, Operational deployment HUB Safety Transport (dangerous goods) Green : Management level Yellow: Support Level Blue : Operational Level

  6. 1.4 TOP 5 from the HLG(as agreed in 2009)

  7. 1.4-2 Other important topics (as agreed in 2009)

  8. 1.5 Lead Market Initiative: Protective Textile • Technical textiles for intelligent personal protective clothing and equipment • This market comprises clothing and other textile-based systems accessories and related services whose main function is to protect the user. These high-tech products are used under very different circumstances such as by professionals and emergency services operating in hazardous environments or dangerous situations. • http://ec.europa.eu/enterprise/policies/innovation/policy/lead-market-initiative/protective-textiles/index_en.htm • In 2009: 7 research projects selected for funding

  9. 1.6 ERANET Industrial Safety(visibility + coordination of MS R&D) • Decision of the Mirror Group in June 2009 to propose an ERANET on Industrial Safety • FP7-NMP-2011 call published in July 2010: Consortium formed by national and regional OSH Institutes (CK, D, ES, FI, FR, GR, NL, PO… ) devoloped SAF€RA (approved by EC) • Preliminary expressions of interest on the content by the Member States: • Economical measurement of industrial safety (including Cost-Benefit Analysis for decision-making and consultation for decision-making) • Technologies for inherently safer design of industrial plants & installations (to reduce major-accident hazards) • Management of risks emerging from the introduction of new technologies including “green technologies” • … Ageing at Workplace !! • Finished negotiation with EC; Kick-off meeting held on 2-3 May 2012

  10. 1.7 SafeFuture initiativeSafety as a trade-mark of the technology “made in EU”Safe innovation for sustainable future Way to achieving (by 2020) a new safety paradigm for European industry. Safety as a key factor for successful business and an inherent element of business performance. Industrial safety performance progressively and measurably improved in terms of reduction of reportable accidents at work, occupational diseases, environmental incidents and accident-related production losses. “Incident elimination” and “learning from failures” cultures embedded in design, maintenance, operation at all levels in enterprises. Structured self-regulated safety programs in all major industry sectors in all European countries. Measurable performance targets for accident elimination and accident free mind set workplaces as the norm in Europe. • Safe Energy: • New energy carriers for ground vehicles (FEV, fuel cells, CNG, H2…) • Deployment of sustainable fuels in the aviation sector • Safe Infrastructures: • Life extension of process plants, transport infra-structures, power plants… • Intensification ofNatCat (NaTech) • Design and monitoringfor long term operation • Safe Products/Production : • Green jobs • Value chain and interdependencies • Nanosafety • Example: Multi-Risk / Risk-Risk tradeoffs – safety for sustainable integration, interaction and risk governance: • “Agreed Approach to Risk-Risk Tradeoff management” (the Multi-Risk initiative); difficulties in putting together different risk mitigation policies and ensuring their compatibility

  11. 2.1.- Ageing at Workplace: Starting-up from PESI FGs & eVIA • Initiative of PESI with the collaboration of eVIA (Spanish TP for AAL), supported by Fundación TECNALIA Research & Innovation (Health, Social Innovation & Industrial Technologies) Roadmap Coordination Team: Javier González-Lodoso (TECNALIA, Health Technologies), eVIA Member Alfonso Oltra (IBV), FG-4 Coordinator at PESI Eva María HOYAS (INERCO PRL), PESI FG-4 Member Maite Moreno (TECNALIA, Social Innovation ), PESI FG-4 Member Jokin Rubio (TECNALIA, Industrial Systems), PESI FG-1 Member AMETIC, eVIA Secretary

  12. 2.3.- Roadmap Proposal (from PESI/ETPIS and eVIA) • Ageing at Workplace Roadmap: development based on a multi-level analysis: • Human factors and organization • Working environment and human factor • Individual factors • Occupational Safety and organization/industrial safety (risk or emergency situations) • Roadmap Structure : • Working environment Analysis • Ageing effects: description, analysis and assesment • Relationship between ageing and work • Action plan for effective aged workers participation and health at work • In-detail development for relevant industrial sectors (Energy, Chemistry, Manufacturing, Iron/steel, Construction,…) and businesses (commerce, offices) by the end of 2012

  13. 2.4.- Industrial Safety (ETPIS), Ageing at Workplace & AAL • Some relevant issues at Industry (among others): • Age of Workers: average age increasing very fast (also in subcontractors) • Knowledge and expertise transfer (generational swift & coupling) • Critical or risky jobs and aged people • Sharing R&D and innovation activities: • Smart working environments and smart homes: many common aspects (also technologies) • Common development platforms and components (HW & SW) • Aged workers in assisted working environments: more culture and confidency to accept AAL technology-based solutions & services • AAL market: many doubts !? • why not joining efforts with future fast emerging market for aged workers at industry/business ?

  14. 3.- WP1: Working environment analysis • Objective: to develop a specific protocol for the characterization of main demands from relevant and representative jobs in Industry; to identify ageing-related factors that affect worker-company relationship. • Expected result: a map with job profiles and their characterisitics and demands. • Necessary steps: • WP 1.1. Labour market. • WP 1.2. Definition & characterization of job profiles • WP 1.3. Descripction and analysis of occupational sectors

  15. 4.- WP2: Ageing effects: description, analysis & assesment • Objective: in-depth analysis of worker competences/capacities and their evolution as ageing; so as to determine the influencing barrieres and facilitators on those. Such characterization should consider two relevant aspects: 1. Essential demands (phisical, psyco-social, corporate organization… 2. Certain factors that directly interact with such evolution in the competences/capacities of people (workers). • Initially factors to be considered are: - Gender factors Influencia de los factores de género. - Education - Origins - Dissabilities - Chronic disseases

  16. 4.2.- WP2 - Ageing effects: structure and content • WP2 structure: WP 2.1. Definition and description of ageing and elderdy WP 2.2. Analysis of the competences/capacities evolution as ageing WP2.2.1. Evolution according to age, health and life events in non-risky goups WP2.2.2 Evolution according to age, health and life events in risky goups: dissable persons, women and migrants WP 2.3. Population segmentation in ageing process WP 2.4. Development of a profile map relating necessary and desiderable working capacities

  17. 5.- WP 3: Relationship Ageing-Work • Objective: Keys that encourage or retain adaptation of an aged person to the changes or evolution at work • The adaptation skill is influenced by many issues at different levels: • micro (his/her education level, cultural level, expertise, way of life, personal expectations…) • meso (how interact with close environment: company bussines, family, etc.) • or macro (related to political or social issues) • WP3 Structure: • WP 3.1. Global interaction between work and age • WP 3.2. Relationship between work and aged worker: barriers and facilitators analysis (by objectives) • WP 3.3. Detection of problems and specific interactions. Comparaisson of aged workers profile and job descriptions

  18. 5.2- PT3-2: Relationship between work and aged worker: analysis of barriers and facilitors (by objectives) Barriers and facilitators analysis shows: • WP 3.2.1 … learning, training, and work deployment support • WP 3.2.2 … home-Work-free time-health equity (conciliation at the whole personal areas) • WP 3.2.3 … work acceptance and access • WP 3.2.4 … risk prevention and professional diseasses avoiding • WP 3.2.5 … emergency situations • WP 3.2.6 … retirement preparation (both enterprise and worker perspectives)

  19. 6.- WP4: Plan for active participation and occupational health of aged workers • Correction & control meassures of bothe the risk actors and the barriers or multiplying isues of facilitators on respect to the aged worker • Meassures to be adopted to encourage the aging management and to facilitate the qualification and adaptation of aged workers. Objectives are to protect the ageing worker and help company to implant the needed actions and requirements. • Individual training plan and guidance on those issues for the best adaptation to the job during that evolution. • Guidance for both the worker and the company to improve all positive characteristics of aged workers and their contribution to the workplace • Structure: • WP 4.1. General Programmes (actions and intervention) • WP 4.2. Specific changing proposals (better improvements) • WP 4.3. Good practices.

  20. 6.1- WP 4.1 General Programme for actions and intervention • WP 4.1. Global Programmes for actions and intervention: • Labour and Social Policies to improve employabilbity and quality of life at workplace for aged workers • Corporate and social Culture, oriented to diversity and recognition of ageing workers • Attitudes Change inside the organization. • Recruiting process and job adaptation • Updating: training and professional carrer (development and promotion) • Healthy ageing • Way towards retirement • Knowledge and experience Transfer; Inter-generation relationship

  21. 6.2- WP4.2. Propossals for better practices • Description of different alternatives based on organizational methods, technologies and/or both, that will permit to fulllfil and cover aspects for objectives at WP 3.2.1, WP 3.2.2, WP 3.2.3, WP 3.2.4, WP 3.2.5, WP3.2.6. • Basic Principles • Work environment design and work atmosphere creation • Content Design of working descriptions: physical loads, cognitive y psycosocial issues, etc. • Work Organization 6.3- WP4.3. Good practices • PT4.3. Good practices: • Enterprise Programmes • Examples of good practices, …

  22. 7.- Some final contributions (challenges) • My personal view: • Should help Enterprises to appreciate the high value of aged workers in: • Innovation: industrial processes, products, etc • Coaching younger workers so as managers !! • Keeping the Enterprise Knowledge (asset) • Knowledge: experience+expertise+good practices • KM: a big challenge (not only IT-based solutions but mainly attitude and direct actions)

  23. Thank you very muchfor your attention Javier Larrañeta, Secretary General javier.larraneta@tecnalia.com secretario-tecnico@pesi-seguridadindustrial.org PESI Secretary: secretaria@pesi-seguridadindustrial.org

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