Tuesday, January 24, 2012

[IWS] Dublin Foundation: CASE STUDIES ON THE IMPACT OF THE RECESSION ON AGE MANAGEMENT POLICIES [24 January 2012]

IWS Documented News Service

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Institute for Workplace Studies----------------- Professor Samuel B. Bacharach

School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies

Cornell University

16 East 34th Street, 4th floor---------------------- Stuart Basefsky

New York, NY 10016 -------------------------------Director, IWS News Bureau

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European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)

 

CASE STUDIES ON THE IMPACT OF THE RECESSION ON AGE MANAGEMENT POLICIES [24 January 2012]

·         Impact of the recession on age management policies - Case study: BARCO, Belgium en
According to representatives of the company interviewed for this case study, there has been a greater willingness to recruit people aged 50 or more during the economic cycle of the past two to three years, but this is cyclical. Typically, when demand for labour [...]

Impact of the recession on age management policies - Case study: Made in Inox, Belgium en
The experience of Made in Inox shows that micro-businesses are unlikely to have a dedicated human resources policy. Rather, they will have a general approach with informal processes, some specific age-related initiatives, and they will also aim to foster a specific organisational culture. Micro-businesses [...]

Impact of the recession on age management policies - Case study: Media Company, Czech Republic en
According to the head of the HR department, age management is a relatively recent concept in the Czech Republic. However, although the concept is still developing, the majority of HR officers in Czech organisations have already introduced age management measures to some extent into [...]

Impact of the recession on age management policies - Case study: T-Mobile, Czech Republic en
T-Mobile HR manager confirmed that age management is an emerging concept in the Czech Republic in general and in the company’s HR policy in particular. Czech firms have not developed age management measures in greater extent due to the excess of labour force supply [...]

Impact of the recession on age management policies - Case study: MOL Group, Hungary en
MOL faces a number of challenges related to an ageing workforce. As a formerly state-owned company, there is a tradition of lifelong careers that makes MOL attractive for employees. HR policies currently continue to support lifelong employment. The company’s approach is to seek to [...]

Impact of the recession on age management policies - Case study: Magyar Telekom Group, Hungary en
MT age management policies are viewed internally to be in line with trends among similar large companies in Hungary. Large companies, including MT, are generally characterised by a relatively secure position in the market. They are subsequently able to maintain a consistent HR policy [...]

Impact of the recession on age management policies - Case study: Vattenfall Nordic and Vattenfall Services, Sweden en
Vattenfall launched its age management programme in 2001. As an early adopter of such programmes and policies, Vattenfall has been seen as a forerunner in Sweden. It won an Employer of the Year Award in 2006 and received considerable attention in the media for [...]

Impact of the recession on age management policies - Case study: Cambridgeshire County Council, United Kingdom en
Cambridgeshire County Council’s 2006–2010 people strategy sets priorities and limits on age management of employees. It commits the council to encouraging and maintaining diversity in recruitment and promotion, letting of contracts, training, and in publicity for and access to services. To support age diversity [...]

Impact of the recession on age management policies - Case study: BT, United Kingdom en
BT has an ‘age neutral’ approach to promoting diversity and equality among age groups in its workforce. The organisation’s equal opportunities and diversity policy aims to ensure everyone should have the same opportunities for employment and promotion based on their ability, qualifications and suitability [...]

 

 

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This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

 






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