During working life, professional skills change (some are lost, others increase with experience), therefore CONTINUOUS TRAINING, UPSKILLING (development of own skills) and RESKILLING (development of different kinds of skills) are essential steps especially for senior workers to increase their “employability”.
An AGE MANAGEMENT strategy may include REACTIVE or PREVENTIVE activities. When the ageing of personnel causes an inconvenience for the company, due to obsolete skills or high costs, for example, we are talking about reactive actions. On the other hand, measures to promote training, leadership development, health protection and career transition are considered as preventive.
These initiatives are aimed at systematically managing AGE DIVERSITY, reorganizing the company structure through a concrete PERSONS VALORISATION.
An efficient AGE MANAGEMENT process requires the different generations to sit at the same table, creating a dialogue capable of enhancing the quality of human relations. All this has a positive impact on the company’s climate and its activities.
“Sometimes it is up to a generation to be great. You can be that great generation.