Career Plan 50+

Conclusions of the Conference Career Plan fifties, September 27, 2011

2nd Career coaching conference was concluded with many accomplishments qw are proud of. Not only an exceptional participation, active participation and support from professionals and institutions, educators, and in this way exposed to the important issues of our society.

The age limits that were set in the real economy must be overcome. That we were so common in the debate than in the prepared contributions. Some interviewees highlighted the present experiences and opportunities that are offered and we are seeing in Slovenian, as the wider European area.

Among the most visible proposals have been coordinating inter-generational cooperation, solidarity, responsibility for recreation of important ethical values, where there is no need to hide knowledge of the forthcoming retirement or departure from the workplace. Given the predisposition with which we are already born, the complementarity and integration into the mature years is very important. With the development of the mentoring experience was primarily in large-sized enterprises and business processes involved in various forms of mentoring and personal development for the transformation of models, whatever their field of work we are in. Exposed to the new paradigm, where in addition to formal education at the level required by Amendment to the soft skills and compatibility, based on our readiness and flexibility. This is especially prevalent and recognized in the German business environment. Given the gap between young and older it is important to understand that knowledge and experience and can be transferred to a new way, the vector mode and user skills in practice. For a useful and advanced society are significant roadways which lead to wisdom, as the actual productivity and flexibility. Keeping the elderly in the workplace is a necessary and important not only for reasons of aging and prolonging the period of work in the age of 60 year. Measures of health, job satisfaction, and integration of knowledge in a business can achieve rapid and effective effects both for employees who are directly related to the issues highlighted, and beyond. It is necessary to include more education in business and be aware that called for professional educators in enterprises and foreign specialized institutions and coaches. Stake in people means investing in companies in society, and the expectation of an intermediate country cooperation and necessary, particularly to more vulnerable population groups. It avoids the compatibility of competence of the individual, the workplace and the environment where the individual lives. Just crisis can in many organizations the opportunity to develop capacities for possible changes in practice. It is also the restructuring of education for the future development potential at the level of our business systems, as well as small and medium-sized enterprises, which have their potential, and any good use.

Check the following links to the content of the conference:
- Program and contributions from authors
- Conference Proceedings 2011
- Publically available results of the project Career Plan 50+
- Link to photos of conference day

We wish to express special thanks to Mrs. Marija Turnšek Mikačić, Glotta nova d.o.o. and GRM Novo mesto

Invitation to the final conference 27.09.2011

We invite you to join us at the final conference of the Career plan 50+ project 27.09.2011 between 9 and 16 hour in the National Council of the Republic of Slovenia, Šubičeva 4, Ljubljana. Admission is free. Applications will be accepted on enaslov: cckonferenca@pitea.si

Link to application
Link to program

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Welcome

Many employment sectors in EU commerce and industry are generally unprepared for demographic change and most employers, particularly the SMEs, are without any formal strategy for retaining or managing ‘elderly’ workers. Most efforts to-date towards this 50 plus professionals have been to keep or manage them in response to labour and skill shortages, rather than legislation.

This project called CAREER PLAN 50+ focuses on a systematic answer to the situation above, with an innovative tool for employers/business sector to plan and prepare career development of elderly professionals. This tool will will help enable organisations to train and equip older workers for continued employment, return to employment, orientation or re-orientation of their role in response to any ‘adverse’ systematic change.

The overall contribution of this project is to assist 50+ workforce to extend their working life, improve their skill sets and to continue sharing their tacit/experiential knowledge with colleagues and in their industry, until they leave work naturally.

Organisations in general know which competencies they need to remain competitive in the market and where inside the company employees with knowledge are to be found, but not necessarily, how to retain this knowledge. Challenge arises when such knowledge-workers leave the enterprise and the organisation loses its competitive age in the market as a direct consequence of the knowledge lost. Especially challenging here, particularly for the SMEs, is the outflow of competences of employees over 50 years with knowledge and skills accumulated over a long time - needed for a certain job position. When they leave, a massive gap in skill and competence, is created.

HR professionals in automotive industry and elsewhere have to adjust to these trends and be able to predict, plan, prepare and deliver new needs of the companies. They also have to be able to properly direct the employees to their professional goal of achieving high level of qualification on the labour market or in the company, particularly towards the later stages in their employment career.