The Edad & Vida Foundation has elaborated, in collaboration with the Ministry of Labor and Social Economy, the study “The management of the edad in the companies. The way of planting plants ”, a document that analyzes the degree of implementation of the management policies of the roadway and results in the need to step in to ensure the sustainability of current well-being.
It’s sober known that, ante el increase the life expectancy ya la dissemination of birth, the Spanish society will have to face in the near future a huge demographic reto. The projections are estimated at 2068, Spain starts with more than 14 million mayors, to 29.4% of the total of the su población. This approach implies the need to realize Significant changes in all levels of society, between them mundo laboral, to be able to maintain and optimize the stanzas of existing benefits in the current.
To know como el tejido empresarial gestiona el envejecimiento of its plants, the Edac & Vida Foundation has elaborated, in collaboration with the General Directorate of Autonomous Labor, Social Economy and Social Responsibility of Employees, belonging to the Ministry of Labor and Social Economy, the study “The management of the edad in the companies. The way of planting plants ”. The complete document can be consulted on this bed.
The objective of the studio is analyze the degree of implementation real of the different means of plant disposal management in Spanish companies. At the same time, look for the importance of conscientiously working in the world need to develop these policies y difundir las good practical practices.
Tal y como explica María José Abraham, Director-General of the Fundación Edad & Vida, “the number of mayoral staff and the capacity to work will be higher than all the younger generations. It is vital that all companies develop a adequate management of the edema of its plants, online with the Objective of Desarrollo Sustainable number 8 of the ONU: policies that promote the sustainable economic inclusion, inclusive and sustainable, full and productive employment, and decent work for all”.
La Edac & Vida Foundation has developed this study on the basis of different questioning managers who are responsible for RRHH’s managers and general managers of different sector companies, between them social worker, financier, real estate agent, insurer, manufacturer or food supplier.
Questioner Dicho is composed of four large blocks: demographic data, stereotypes and perceptions about mayoral staff and their productivity, las politicians in the management of the edad, jrBenefits on Benefits, factors facilitate and harm these policies.
Main conclusions of the study
- A mayor percentage of mayors (from 50 years in advance), less attendance at edadic prejudices, and more proactivity at the time of applying and deselecting mediators of water management.
- A burgemeester presence of cadets and minor attendance of young employees, peor consideration of effect of delivery in the productivity of its employees, y less interested in applying medidas.
- The sectors with mayor presence of edereistipos edadistas his water which implies a important physical activity or repetitive, especially in the companies in the sanitary sector and social services.
- See detected little acquaintance or confusion af muchas empresas acerca de lo que realmente son las management policies of the edad of its plants.
- The companies that have one mayor percentage of mayor edad employees afirman disponer de more vliegtuie y medidas concrete management de edad en sus plantillas. It is well known that the debate over when it comes to cost-effectiveness is developing.
- More than 80% of companies sanitary sector and social services afirman disponer de Talent management plans, continuous training or health promotion.
- El 100% of the financial and security sector companies who participated in the study at the disposal of Health and best promotional plans and adaptation of working conditions.
- The companies he answered in the questionnaire within the category of ‘other services” available, and a superior percentage to 80%, of skills plans for skills and competencies of its employees, talent management and continuous training.
Finally, the study studio as lines of action the deep analysis of the structure of each company which allows analyze its potentials and retos to those who are related to the disposal of their plants; the development of divulgation and training campaigns which combat the negative stereotypes and result in the benefits of dealing with a different plant at the generational level; and optimize the consumption of bonds and bonds of management policies by ed.
Según María José Abraham, “tode el tejido empresariale debe understand how to adapt to the demographic change of the closest years will be fundamental to their survival, and for the sake of sustainability de nuestro sistema del bienestar. It is essential apply medias that favor intergenerational conviction, the development of extended workloads, and the talent retention of major generations, harmonize their needs, those of their employees, and those of society”.