Adottando l’approccio della sociologia del corso di vita allo studio delle traiettorie occupazionali, la ricerca analizza comparativamente i percorsi di fine carriera di individui 50-67enni in Europa. Lo studio si focalizza su un’analisi esplorativa dei percorsi di fine carriera e sull’analisi delle influenze esercitate dai contesti istituzionali, da comportamenti e attitudini gestionali di imprenditori e manager, dalle caratteristiche individuali sui late-career pattern. Dunque, la ricerca nel complesso include tre livelli: a) macro-sociale, sistemi di welfare e di produzione; b) micro-sociale, caratteristiche individuali; c) meso-sociale, pratiche gestionali d’impresa. La mia ipotesi è che le pratiche di age management si sviluppino secondo logiche coerenti con le strategie macro di gestione dell’occupazione degli anziani e che siano tipiche a livello di regimi di welfare/di produzione. Per rispondere alle domande di ricerca sono state applicate tecniche di analisi statistica monovariata e multivariata ai dati: 1) SHARE: Survey sulla salute, l’invecchiamento e il pensionamento in Europa, che analizza le biografie occupazionali di individui over50 in 19 paesi europei; 2) ASPA: Survey Activating Senior Potential in Europe che analizza attitudini comportamenti dei datori di lavoro nei confronti del lavoratori anziani. I paesi inclusi nello studio sono: Germania, Polonia, Svezia, Danimarca, Italia e Olanda. / By adopting the institution and agency-centered approach of the sociological life-course theories, the research analyses late career patterns of 50-67 years old individuals across Europe. I am in particular interested in understanding the prevalent late-career patterns in different countries and the influences exerted on them by institutional contexts, employers’/managers’ attitudes and behaviors and individual characteristics. So, overall, I consider three levels: the macro-social level (institutional context: welfare and productive regime), the micro-social level (individual characteristics) and the meso-social level (companies practices). My hypothesis is that age management practices are in line with macro institutional employment strategies for the older workforce and that they are typical at the level of welfare/production regimes. The empirical analysis consists of mono e multivariate statistical analysis using these data sources: 1) the Survey of Health, Ageing and Retirement in Europe, on 50 years old individuals’ life courses in 19 countries all over Europe; 2) the Activating Senior Potential in Europe survey, on employers’ attitudes and behavior towards older workers in different EU countries. The countries included in my comparative study are: Germany, Poland, Sweden, Denmark, Italy and the Netherlands.

The purpose of this diploma work is to describe the possibilities of senior education and specific needs of senior education. The population of Czech republic is ageing. In order to this it is necessary to define very important terms like age, ageing, age management. Demographic situation will need new solutions in learning, because people will have to work longer than it was in history. To be successful at labour market, older people will have to pass various courses and trainings. It is also necessary to prepare for age, because people are living longer, this period can last 30 or 40 years. Learning is a very good way to keep healthy and vital. Senior education has many variations - for ambitious people it can be University of third age, for less demanding students it can be for example Leisure time university. It was proofed, that senior education has positive influence on their health, they are not so often sick, have better mood. Seniors can thank to learning understand the current world and that is useful for them and for the society too. Key words: age, ageing, age management, senior, lifelong learning, specifics of senior education, ageing society, preparing for ageing

This diploma thesis summarises current approaches to age management, or human resources management taking in account the age and skills of employees in the Czech Republic. The theoretical part of this paper deals with the background of this concept, describes the present demographical development, its consequences in the labour field, and the problem of aging population which is visible in the need to adapt applied management strategies in organisations to this trend. There are mentioned several programmes, thoughts, and legislative measures on which the newest concepts and strategic plans in Europe and the Czech Republic are based. The empirical part of the thesis focuses on a specific level of organisations, and consists of two surveys. The first one is a comparative case study for which data were collected in two organisations which have recently implemented measures stemming from age management strategies. These measures are then specified and confronted with the statements of the employees who, in semi-structured interviews with the author, talked about the changes that were put into practice under the concept of age management, and about the discrimination of persons over 50 years of age on the labour market. The second survey was carried out by a questionnaire distributed online to...

Cette thèse pose la question de l'allongement des vies professionnelles dans une société française vieillissante. Elle cherche à observer les conséquences des choix politiques à cet égard sur les conceptions de l'âge au travail et à la retraite, et sur les modes d'organisation des temporalités sociales. D'un point de vue théorique, la recherche s'inscrit dans la perspective du parcours vie et dans l'analyse cognitive des politiques publiques. Elle donne alors à voir un délitement des frontières entre travail et retraite, accentué par une atténuation des lignes de démarcation entre travail marchand et travail non marchand. On peut y voir en particulier les effets d'un processus de (re)mobilisation des compétences lors de la transition vers la retraite. D'un point de vue méthodologique, deux enquêtes ont été menées. La première a été conduite auprès des entreprises soumises à l'obligation de mener une négociation collective par le dispositif public du contrat de génération. Elle s'est intéressée à la manière dont cette réglementation a conduit ces entreprises à questionner et à ajuster leurs pratiques de gestion des âges, en particulier à l'égard de l'objectif visant à faire de la transmission des compétences un support des coopérations intergénérationnelles. La seconde enquête a porté sur l'étude de cas d'une association nationale de retraités et pré-retraités qui pratiquent le « bénévolat de compétences ». Elle a interrogé les motivations individuelles et collectives à l'égard de cette pratique et les enjeux qu'elle soulève sur leur rôle et leur positionnement dans la société. / This research raises the question of longer working lives in an aging French society. It seeks to observe the consequences of political choices on the representations of age and on the organization of social temporalities. From a theoretical point of view, this research combines two dimensions: the life course perspective and the cognitive analysis of public policies. Results show a gradual disintegration of boundaries between work and retirement, accentuated by the attenuation of the demarcation lines between merchant and non-market work. In particular, this phenomenon can be seen as on of the effects of a process of (re) mobilization of skills during the transition from employment to retirement. From a methodological point of view, two surveys were conducted. The first was conducted with companies that were subject to collective negociation under the public framework of the "Contrat de génération". It was interested in how this law has led these companies to question and adjust their age management practices, particularly with regard to measures relating to the transfer of skills and intergenerational cooperation. The second survey focused on the specific case study of a national association of retirees and pre-retirees who practice "skills-based volunteering". It questioned individual and collective motivations underlying this practice and the issues it raise about their place in society.

Lintérêt pour le maintien dans lemploi des travailleurs âgés est de plus en plus présent dans les préoccupations politiques européenne et belge en particulier. Nous nous sommes penchés sur les raisons qui poussent les travailleurs à vouloir quitter volontairement leur entreprise, cest-à-dire les facteurs expliquant lintention de quitter. Notre but était didentifier pourquoi les plus âgés décident de prendre leur retraite prématurément, mais aussi ce qui les différencie des plus jeunes ayant envie de changer dentreprise. Suite à une étude exploratoire sur une population denseignants âgés, nous nous sommes intéressés à une population plus large, composée de 1772 travailleurs appartenant à 11 entreprises de différents secteurs dactivités. Ensuite, nous avons cherché à identifier des pistes de solutions au départ anticipé des employés et cadres dune entreprise spécialisée dans les produits de santé. Suite à une phase diagnostique, soit lenquête à large échelle sur les 1772 travailleurs (évaluation des niveaux de stress, de lintention de quitter et des facteurs dinsatisfaction), vingt travailleurs dune des 11 entreprises ont été interviewés afin didentifier quelles solutions ils suggèrent par rapport aux différents problèmes soulevés dans lenquête préalable. Un questionnaire exploratoire rempli en fin dinterview permet de mesurer lavis des travailleurs par rapport aux différentes solutions suggérées dans la littérature. En dautres termes, nous cherchions à voir si les solutions souhaitées concernent la gestion du changement, la revalorisation ou les conditions de travail. Il sagit donc dune investigation exploratoire. Une dernière étude visait à généraliser les résultats issus de la précédente. En effet, sur base de la grille dentretien et des résultats obtenus, un questionnaire à large échelle a pu être mis au point. Différents secteurs dactivités étaient ici concernés et la population choisie était le groupe des travailleurs âgés uniquement. Finalement, les implications de ce travail pour le futur rejoignent tout à fait les conclusions du small group meeting on Aging and Work qui sest déroulé à Tilburg en Janvier 2007 (Shalk, 2009). En effet, dans nos études, comme dans la plupart des études, peu de différences sont constatées entre les âges. Cela est en contradiction avec les attitudes stéréotypées des employeurs à lheure actuelle. On compte trois implications pour les chercheurs et les praticiens en ressources humaines. Premièrement, il faut promouvoir une égalité entre les âges jusquà preuve du contraire et ainsi lutter contre les stéréotypes et discriminations à légard des plus âgés. Deuxièmement, on sait dorénavant que les pratiques RH doivent concerner toutes les classes dâges et quil faut adopter une perspective de gestion des âges. Troisièmement, on remarque limportance dune perspective life-span, considérant la diversité individuelle dans le groupe des plus âgés et lexpérience de vie plutôt que de considérer uniquement lâge chronologique comme critère. Au-delà des différentes recherches scientifiques possibles sur les causes de départs ou les stimulants, il faut encourager chaque entreprise à mener son propre diagnostic afin de mettre en place les actions les plus efficaces mais en se focalisant sur limportance du développement professionnel et la communication et pas ou plus seulement sur les conditions temporelles ou matérielles de travail.

Submitted by Antonio Roque Pereira da Silva Silva (antonio.roque@bozanoinvest.com) on 2014-12-29T13:48:47Z No. of bitstreams: 1 Dissertacao 2014 12 28 Versao Final Final Roque.pdf: 694332 bytes, checksum: 02ad1cf634c00dd4312e261bd9e2a0f7 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-01-16T18:43:45Z (GMT) No. of bitstreams: 1 Dissertacao 2014 12 28 Versao Final Final Roque.pdf: 694332 bytes, checksum: 02ad1cf634c00dd4312e261bd9e2a0f7 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-01-16T18:44:19Z (GMT) No. of bitstreams: 1 Dissertacao 2014 12 28 Versao Final Final Roque.pdf: 694332 bytes, checksum: 02ad1cf634c00dd4312e261bd9e2a0f7 (MD5) / Made available in DSpace on 2015-01-16T18:45:32Z (GMT). No. of bitstreams: 1 Dissertacao 2014 12 28 Versao Final Final Roque.pdf: 694332 bytes, checksum: 02ad1cf634c00dd4312e261bd9e2a0f7 (MD5) Previous issue date: 2013-11-26 / O envelhecimento da população brasileira é um fato que já alcança o presente. Nunca se viveu tanto como agora, e a longevidade tende a avançar ainda mais. Isto, num cenário em que a taxa de natalidade decresce e, ao mesmo tempo, as famílias demoram mais a ter filhos. De acordo com o IBGE (2014), daqui a alguns anos iremos assistir a redução da população brasileira. E, como o número de jovens entrantes no mercado de trabalho será cada vez menor, as empresas não terão alternativas, senão aproveitar esta mão-de-obra mais idosa. Existem alguns trabalhos no sentido de aferir como as empresas estão se preparando para este futuro. Inclusive, temas como o ageism, que se traduz pela prática de discriminação dos mais velhos, tem sido abordados e debatidos. Mas, o presente estudo tem como objetivo entender como as pessoas estão se preparando para uma vida mais longa e produtiva. Assim, foi realizada uma pesquisa com pessoas acima de 40 anos e, portanto, mais próximas da aposentadoria, de maneira a aferir suas expectativas com relação ao trabalho, como se posicionam em relação ao futuro, suas visões pessoais a respeito do sentido do trabalho, realização profissional, reconhecimento, carreira, limitações físicas e empregabilidade. As entrevistas foram semi-estruturadas, contemplando dados categóricos, e adotando como método para o tratamento dos dados, a análise do discurso. Como resultado, esta pesquisa revelou que a grande preocupação dos entrevistados é preparar-se para o futuro por meio de mais qualificação e mais estudo, sem deixar de se manterem atualizados a tudo que consideram importante ao seu desempenho profissional, e também sem revelar preocupações ou maiores cuidados com a saúde.

The diploma thesis focuses on the age management 50 plus in the Czech Republic. The aim of the thesis is to analyze the market situation and companies approach to this topic. The practical part is consist of qualitative research that contains interviews with employees from three different companies. Moreover the thesis analyzing other available data from selected companies. This research submits demographic aging of the population and the issue of the age management 50 plus in the Czech Republic that is not handle enough. Meanwhile companies declare they support older employees mainly by additional healthcare services but this benefits are provided for everyone. The analysis did not find out any specific benefits for older employees. In some cases the issue of lack young employees is being solved by supporting and motivating students to work for concrete company. Because of unfavorable demographic evolution it is needed to solve this problem currently and more deeply in the Czech Republic.

The aim of the master's thesis is the analysis of unemployment of 50 and over years old population of the Czech Republic and the tools of Age Management which are used to improve conditions for groups that are defined on the basis of their age. The structure of the population is in detail described in terms of demography and economy in the thesis. To achieve all marked out objectives is made a graphic analysis of the unemployment rate of three specified age groups of the population in 2005 to 2014 up to the region level, which are divided into four groups according to economic prosperity and lagging regions. It is becoming more and more likely that we can expect increased numbers of employees 50+, and therefore government policy should pay sufficient attention to this group. We can assume that unemployment rate will continue to decline slightly, which also show forecasts of unemployment in the Czech Republic up to 2020.

The diploma thesis deals with a population aging and the issue of employment of older people in the Czech Republic. Most developed countries, including the Czech Republic face to the aging of the population. This unfavourable demographic progress leads to social and economic problems. Employment of older people is more and more important. The aim of this work is to assess the employment of older workers in the Czech Republic, to outline its expected development with using forecasts of the Czech Statistical Office and propose possible measures that would contribute to its increase. The results of the analysis show that the population in the Czech Republic is rapidly aging and according to the forecasts it will further continue in future. The possible solution could be to apply principles of the age management. These measures should help to increase the employment rate of older people. There are measures relating to the education, working conditions, flexible employment as well as safety and health care at work. According to the measurement results LEA, interest in the problems of elderly people and their position in the labor market has recently increased and the concept of the age management has became familiar in companies, but still it is not sufficient part of the HR strategies within an organization.

L’invecchiamento della popolazione in atto, l’entrata in massa della donna nel mercato del lavoro, verificata negli ultimi anni, l’aumento delle aspettative di vita e l’allungamento dell’età pensionabile con la Riforma Fornero-Monti, contribuiscono al mutamento della morfologia della famiglia, dei contesti lavorativi e della società nel complesso rendendo palese l’esigenza di comprendere meglio le dinamiche che questi cambiamenti comportano. Nonostante l’invecchiamento delle lavoratrici rappresenti un cambiamento importante, non ci sono ancora molti studi che hanno analizzato questo fenomeno. Il presente studio ha avuto l’obiettivo di comprendere e far luce sulle caratteristiche delle lavoratrici over 50, in particolar modo conoscere le peculiarità delle loro relazioni familiari/extra-lavorative e lavorative attraverso il concetto sociologico di Capitale sociale ritenuto di estrema importanza per comprendere il potenziale delle lavoratrici. La ricerca ha coinvolto, attraverso la compilazione di un questionario, 4962 lavoratrici tra i 50 e i 69 anni di 18 aziende associate a Valore D, su tutto il territorio italiano. Dallo studio emerge che le lavoratrici hanno ancora un buon livello di potenziale e che il CSF e CSL possono rivestire un ruolo importante come risorsa nella vita delle donne in questa fase di vita, ma anche per le aziende e la società stessa. / The aging of the population, the mass entry of women into the labor market, verified in recent years, the increase in life expectancy and the lengthening of the retirement age with the Fornero-Monti Reform, contributed to the change of the morphology of the family, of working contexts and of society as a whole, making clear the need to better understand the dynamics that these changes entail. Although the aging of female workers represents an important change, this phenomenon has not been analyzed yet. The present study aims to understand and shed light on the characteristics of of workers over 50, especially to know the peculiarities of their family / extra-work and work relationships through the sociological concept of Social Capital considered of extreme importance to understand the potential of female workers. The research involved 4962 workers between 50 and 69 years of 18 companies associated with Valore D, throughout Italy, who completed a questionnaire. The study shows that female workers still have a good level of potential and that the CSF and CSL can play an important important role as a resource for women in this phase of their life, but also for companies and society itself.