Title CAREER PLAN FOR EMPLOYEES OVER 50 YEARS
Project Number 2009-1-SI1-LEO05-01008
Project Type Transfer of Innovation
Career Plan 50+ develops cooperation between company management, human resources development, employees 50+, other employees and educational institutions. Project is oriented towards responding to the market by developing a competence-based system of human capital in companies.
This project will enable people with decision-making power in companies to improve their abilities to identify and predict skills and competencies across departments for employees older than 50 years and thus to better evaluate competencies of individual departments and the whole company.
Career Coaches Practitioners will be trained to help employees 50+ with planning their further career development in the same or other working position and to actively and gradually transit to retirement. This transition should take a form of mutual benefit of the employee 50+ and the company and interpersonal learning between new, younger workers and the retiring workers should take place.
Project deals with competencies which are of strategic importance to companies and how to retain/multiply them if companies want to remain competitive in the market. Consequently it adresses the "owners" of specialied knowledge/skills - employees possesing that specialized knowledge. Challenge arises when these employees start to leave and the company loses strategic knowledge and skills that are hard to replace and could lead to loosing the market position. Especially challenging is outflow of competences of employees over 50 years who have accumulated knowledge and skills, needed for a certain job position, for a long time and when they leave, they take this set of competencies with them.
Project Career Plan 50+ will offer possible solutions (products/tools/methodologies) to resolve the described situation. To be successfull three parties are collaborating: companies from automotive industry (employers), employees and educational entities (universities, educational companies). With the project Career Plan 50+ we will develop an efficient communication and motivational tool Career Plan for Employees over 50 years old that will efficiently stop the outflow of knowledge, skills, competencies and talents from automotive companies.
Description 7 organizations (automotive companies/clusters, university, educational companies, IT/branding companies) from 5 countires (Slovenia, Germany, Italy,Poland, UK) are taking part in the project CP 50+. During project lifecycle (2 years), project activities will be focused at conducting survey within automotive sector which will provide answers about exact needs withing sector, best approaches in developing (IT) tools and training of relevant personel. Developed tools and training programmes will be piloted in four countries.
Open and distance learning
Wholesale and Retail Trade; Repair of Motor Vehicles and Motorcycles
Water Supply; Sewerage, Waste Management and Remediation Activities
material for open learning
open and distance learning
program or curricula
The objectives of project Career Plan 50+ are to make the tool Career Plan 50+ and to develop training programme and qualify 60 Career coaches Practitioners 50+ (in 4 EU countries). Career coaches Practitioners 50+ are employees in appropriate departments of the automotive industry. Role of Career Coach Practitioner in the company is to draw attention to the meaning of preventing competence outflow and at the same time to inspire and motivate employees 50+ towards further development and to facilitate appropriate ways of transfer of competences within the company. Career Coaches are persons who can identify employees` desires for further (personal, professional) development and company’s needs to sustain certain knowledge and competences. Parallel they define the best way to transfer knowledge and to develop an individual employee. We should point out that employees do not necessarily stay in the same work process or position (i.e. the same job) and they may take fresh steps into different forms of employment or cooperation (contract work, volunteering...).
This represents a balance mechanism of adapting to the labor market, since it helps both the company and employee 50+ to adapt and to identify their educational needs.
Goal will be achieved by multiplication of existining relevant competencies, training of personell, mentoring, counseling, tutoring and coaching and by dissemination of the results to broad public and other industry sectors within EU.