By Ans De Vos, Jean-Marie Dujardin, Tim Gielens, Caroline Meyers
This booklet deals insights into facilitating sustainable careers in the course of the learn of a large interdisciplinary diversity of coverage investigations and evaluate of ongoing practices within the box. through assessing and evaluating the transferability of regulations and strong practices among companies in ten nations and areas of the eu Union this publication considers the improvement of sustainable careers around the lifespan on the degrees of people, companies and structures. This publication is the fruits of a examine undertaking from the foreign ecu Social Fund community on ‘Career and Age, new release, Experience(AGE)’. It discusses and provides observations on key issues on the ecu point: find out how to make humans paintings longer, stay employable, boost sustainable talents ? find out how to adapt the paintings atmosphere and human source administration rules at employer’s point ? and at last, how can public gurus take measures and incentives to help sustainable careers for individuals?
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Extra info for Developing Sustainable Careers Across the Lifespan: European Social Fund Network on 'Career and AGE (Age, Generations, Experience)
Thousand Oaks, CA: Sage Publications. E. (2014). The contemporary career: A work-home perspective. Annual Review of Organisational Psychology and Organisational Behavior, 1(1), 361–388. T. (2002). Careers in and out of organisations. Thousand Oaks, CA: Sage Publications. H. (1995). The new career contract: Developing the whole person at midlife and beyond. Journal of Vocational Behavior, 47(3), 269–289. (2005). New dimensions of work ability’. International Congress Series, 1280, 3–7. B. (2011).
The Human Resources department integrated this lifecycle approach and the attention for intergenerational collaboration in its practices, processes and policies. The focus of this effort was on flexibility and customization: solutions that start from a “personal choice” principle for all employees. At the individual level the ‘Profiler tool’ (Belgium) facilitates individuals to reflect on their competencies. The Profiler activates and reinforces the self- reflective competencies of individuals and stimulates individuals to apply their competencies in other projects and contexts, thereby fostering self- directedness and agency.
Is a «personal tool» available to fulfill the employee’s or the job seeker’s training needs. F. was clearly to give to the individual a personal right independent of the employer. F. because in-company training is the responsibility of the employer. 2. F. can only be activated when instigated by the individual. gov, then make a request to his employer. F. To support the employee French law has provided counsellors in career guidance who can assist the individual and orient the employee towards a training programme adapted to his or her needs.
Developing Sustainable Careers Across the Lifespan: European Social Fund Network on 'Career and AGE (Age, Generations, Experience) by Ans De Vos, Jean-Marie Dujardin, Tim Gielens, Caroline Meyers