With the increase in life expectancy and the reduction of birth rates, the Spanish society will have to face a huge demographic return in the near future. Projections estimate that in 2068 Spain will have more than 14 million Mayors, a 29.4% of the total population. A reality that implies need to realize significant changes in all levels of society, between them the world of work, to be able to maintain and optimize the standards of existing well-being in the news.
To announce the business management management of its plants, the Edad & Vida Foundation has elaborated, in collaboration with the Autonomous Labor Board, the Social Economy and the Social Responsibility of Businesses, belonging to the Minister of Economy, the studio “The management of the edad in the companies. The way of planting plants ”. The complete document can be consulted on this link.
The objective of the study is to analyze the actual level of implementation of the different management tools of the plant plants in Spanish companies. At the same time, it seeks to reduce the importance of concentrating on the laborious need to unravel these policies, and to divert existing good practices.
Tal y como explica María José Abraham, Director-General of the Fundación Edad & Vida, ‘the number of mayoral staff and the ability to work will be superior to all young generations. It is vital that all companies develop a proper management of the oath of their plants, in line with the Objective of Desarrollo Sustainable number 8 of the UN: policies that promote sustainable economic growth, including and sustainable work, todos ”.
The edadism and its relationship with the policies of the consideration
The Edad & Vida Foundation has developed this study on the basis of different questioning managers to the managers of RRHH and general managers of different sector companies, between them the social security, finance, real estate, insurer, food manufacturer. The questionnaire is composed of four large blocks: demographic data, stereotypes and perceptions about the mayor’s staff and their productivity, the policies in the management of the government, and reflections on benefits, facilitators and factors.
The main conclusions of the study are as follows:
- ‘N Burgemeester percentage of mayoral employees (50 years in advance), less attendance at educational awards, and more proactivity at the time of application and development of mediators of road management.
- ‘N Burgemeester presence of educators and minor attendance of young employees, consideration of the effect of the survey on the productivity of its employees, and minor interest in applying medias.
- The sectors with the mayor’s presence of edisty stereotypes are those that involve a significant physical effort or repetition, especially in the jobs of the sanitary sector and social services.
- There is little known confusion in many companies about what really are the management policies of the edict of its plants.
- The companies that hold a mayor’s percentage of mayor’s edad afirman employees have more aircraft and mediates concrete eda management in their plantillas. It is well known that the debate over when it comes to cost-effectiveness is developing.
- More than 80% of the employees in the health care sector and social services afirman have talent management plans, continuous training or health promotion.
- 100% of the companies in the financial and security sector that participated in the study have plans for the promotion of health and the best and adaptation of the working conditions.
- The companies that responded to the questionnaire within the category of “other services” have, at a higher percentage of 80%, skills development plans and competencies for their employees, talent management and continuous training.
Finally, the signal study as lines of action elucidates the depth of the structure of each company that allows it to analyze its potentials and returns to those that are related to the application of its plants; the development of campaign and training campaigns combating negative stereotypical stereotypes and reaping the benefits of having a different generation-level plant; and optimize the knowledge of the needs and bonds of the management policies by edad.
According to María José Abraham, “even the imperial tide should understand that adapting to the demographic change of years will be fundamental to our survival, and to the sustainability of our system of welfare. It is vital to promote mediation that favors intergenerational conviviality, the development of extended workforce careers, and the retention of talent of major generations, harmonizing their needs, those of employees, and those of society ”.