Glossary

Age management refers to the various dimensions by which human resources are managed within organisations with an explicit focus on ageing and, also, more generally, to the overall management of the workforce ageing via public policy or collective bargaining. (Source)

Essential principles of age management include:  

• An emphasis on prevention rather than reactive problem solving;
• A focus on the whole working life and all age groups, not just older workers; and
• A holistic approach encompassing all dimensions that contributes to effective age management. 

(Source)

refers to the various dimensions by which human resources are managed within organisations with an explicit focus on ageing and, also, more generally, to the overall management of the workforce ageing via public policy or collective bargaining. (Source)

Essential principles of

Age management refers to the various dimensions by which human resources are managed within organisations with an explicit focus on ageing and, also, more generally, to the overall management of the workforce ageing via public policy or collective bargaining. (Source)

Essential principles of age management include:  

• An emphasis on prevention rather than reactive problem solving;
• A focus on the whole working life and all age groups, not just older workers; and
• A holistic approach encompassing all dimensions that contributes to effective age management. 

(Source)

include:  

• An emphasis on prevention rather than reactive problem solving;
• A focus on the whole working life and all age groups, not just older workers; and
• A holistic approach encompassing all dimensions that contributes to effective

  Age management refers to the various dimensions by which human resources are managed within organisations with an explicit focus on ageing and, also, more generally, to the overall management of the workforce ageing via public policy or collective bargaining. (Source)

  Essential principles of age management include:  

  • An emphasis on prevention rather than reactive problem solving;
  • A focus on the whole working life and all age groups, not just older workers; and
  • A holistic approach encompassing all dimensions that contributes to effective age management. 

  (Source)

  . 

(Source)

Age profiling (or: age structure analysis) is used to analyse the age structure of an organisation in the present and in the future. The results must be interpreted in connection with the work and its demands as well as the HR policy and planning in the organisation. (Source)

(or: age structure analysis) is used to analyse the age structure of an organisation in the present and in the future. The results must be interpreted in connection with the work and its demands as well as the HR policy and planning in the organisation. (Source)

Annualisation or

Annualisation or annualised hours schemes allow workers’ working time (and pay) to be calculated and scheduled over a period of a year. They are a means of achieving working time flexibility. (Source)

schemes allow workers’ working time (and pay) to be calculated and scheduled over a period of a year. They are a means of achieving working time flexibility. (Source)