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)

Most

Most chronic diseases in Europe are non-communicable diseases, which are diseases that are non-infectious and non-transmittable among people. They are of long duration and generally of slow progression. The four main types of non-communicable diseases are cardiovascular diseases (e.g. heart attacks), cancers, chronic respiratory diseases (e.g. asthma) and diabetes. (Source)

in Europe are non-communicable diseases, which are diseases that are non-infectious and non-transmittable among people. They are of long duration and generally of slow progression. The four main types of non-communicable diseases are cardiovascular diseases (e.g. heart attacks), cancers, chronic respiratory diseases (e.g. asthma) and diabetes. (Source)

A disabled worker is a worker with physical or mental impairments that may hamper the work performance. Disabled workers include people with chronic, long-term or progressive conditions. (Source)

Employability can be defined as ‘the quality of being employable’ or the ‘combination of factors permitting access to work, to maintain it and to progress in one’s career’.

can be defined as ‘the quality of being employable’ or the ‘combination of factors permitting access to work, to maintain it and to progress in one’s career’.

Flexible retirement means giving workers more choice in their retirement decisions. This may include modifying incentives to retire later, or by allowing workers to receive a part of their pension benefits while continuing to work at reduced hours. (Source)

means giving workers more choice in their retirement decisions. This may include modifying incentives to retire later, or by allowing workers to receive a part of their pension benefits while continuing to work at reduced hours. (Source)

Flexible work enables both individual and organisation needs to be met through making changes to the time (when), location (where) and manner (how) in which an employee works. (Source)

enables both individual and organisation needs to be met through making changes to the time (when), location (where) and manner (how) in which an employee works. (Source)

This is an employment relationship in which one employer hires two (or more) workers to fill a single full-time position. It is a form of part-time work that ensures the shared job is permanently staffed. (Source)

Lifelong learning concerns all learning activities undertaken throughout life, aiming to improve skills, knowledge and competences. It is a broad concept involving an individual’s education that is flexible, diverse and available at different times and places throughout life. Lifelong Learning encompasses the whole spectrum of formal, non-formal and informal learning. (Source)

concerns all learning activities undertaken throughout life, aiming to improve skills, knowledge and competences. It is a broad concept involving an individual’s education that is flexible, diverse and available at different times and places throughout life. Lifelong Learning encompasses the whole spectrum of formal, non-formal and informal learning. (Source)

The age that divides a population into two numerically equal groups; that is, half the people are younger than this age and half are older. (Source)

Mental health is a state of well-being in which an individual can realise his/her own abilities, can cope with the normal stresses of life, can work productively and is able to make a contribution to his/her community. (Source)

is a state of well-being in which an individual can realise his/her own abilities, can cope with the normal stresses of life, can work productively and is able to make a contribution to his/her community. (Source)

Work-related

Work-related musculoskeletal disorders (MSDs) refer to health problems affecting the muscles, tendons, ligaments, cartilage, the vascular system, nerves or other soft tissues and joints of the musculoskeletal system. Work-related MSDs are associated with repetitive and strenuous work. These health problems range from discomfort, minor aches and pains, to more serious medical conditions which can lead to permanent disability. (Source)

(MSDs) refer to health problems affecting the muscles, tendons, ligaments, cartilage, the vascular system, nerves or other soft tissues and joints of the musculoskeletal system. Work-related MSDs are associated with repetitive and strenuous work. These health problems range from discomfort, minor aches and pains, to more serious medical conditions which can lead to permanent

A disabled worker is a worker with physical or mental impairments that may hamper the work performance. Disabled workers include people with chronic, long-term or progressive conditions. (Source)

. (Source)

An

An occupational hazard is a source, situation, or act with a potential for harm in terms of human injury or ill health, or a combination of these. (Source)

is a source, situation, or act with a potential for harm in terms of human injury or ill health, or a combination of these. (Source)

PPE, which stands for Personal Protective Equipment means all equipment designed to be worn or held by the worker (clothing, helmets, goggles) to protect him/her against one or more hazards likely to endanger the worker’s safety and health at work, and any addition or accessory designed to meet this objective. The hazards addressed by protective equipment include physical, electrical, heat, chemicals, biohazards, and airborne particulate matter. PPE must be used when the risks cannot be avoided or sufficiently reduced by technical means of collective protection or procedures of work organisation. (Source)

, which stands for Personal Protective Equipment means all equipment designed to be worn or held by the worker (clothing, helmets, goggles) to protect him/her against one or more hazards likely to endanger the worker’s safety and health at work, and any addition or accessory designed to meet this objective. The hazards addressed by protective equipment include physical, electrical, heat, chemicals, biohazards, and airborne particulate matter.

PPE, which stands for Personal Protective Equipment means all equipment designed to be worn or held by the worker (clothing, helmets, goggles) to protect him/her against one or more hazards likely to endanger the worker’s safety and health at work, and any addition or accessory designed to meet this objective. The hazards addressed by protective equipment include physical, electrical, heat, chemicals, biohazards, and airborne particulate matter. PPE must be used when the risks cannot be avoided or sufficiently reduced by technical means of collective protection or procedures of work organisation. (Source)

must be used when the risks cannot be avoided or sufficiently reduced by technical means of collective protection or procedures of work organisation. (Source)

Psychosocial risks are those aspects of work design and the organisation and management of work, and their social and environmental context, which may have the potential to cause psychological or physical harm. Issues such as work-related stress, workplace violence and harassment are linked to psychosocial risks. (Source)

are those aspects of work design and the organisation and management of work, and their social and environmental context, which may have the potential to cause psychological or physical harm. Issues such as

People experience stress at work when they perceive that there is an imbalance between the demands made of them by their work and the physical and mental resources they have available to cope with those demands. (Source)

, workplace violence and harassment are linked to psychosocial risks. (Source)

Risk assessment is a step in the OSH risk management process that allows identifying potential risks and hazards that workers may be exposed to and deciding on protective and preventive measures that are necessary to be implemented. It is a dynamic process that allows organisations to put in place a proactive policy for managing occupational risks. (Source)

is a step in the OSH risk management process that allows identifying potential risks and hazards that workers may be exposed to and deciding on protective and preventive measures that are necessary to be implemented. It is a dynamic process that allows organisations to put in place a proactive policy for managing occupational risks. (Source)

Sustainable work over the life course means that working and living conditions are such that they support people in engaging and remaining in work throughout an extended working life. These conditions enable a fit between work and the characteristics or circumstances of the individual throughout their changing life, and must be developed through policies and practices at work and outside work. (Source)

over the life course means that working and living conditions are such that they support people in engaging and remaining in work throughout an extended working life. These conditions enable a fit between work and the characteristics or circumstances of the individual throughout their changing life, and must be developed through policies and practices at work and outside work. (Source)

Work ability can be described as the balance between the resources of the individual and work related factors. Work ability is also influenced by the environment outside of work. Personal resources include the following elements: (1) health and functional capacities; (2) competences and skills; (3) values, attitudes and motivation. Work related factors comprise work content, work environment, work organisation and leadership. (Source)

can be described as the balance between the resources of the individual and work related factors.

Work ability can be described as the balance between the resources of the individual and work related factors. Work ability is also influenced by the environment outside of work. Personal resources include the following elements: (1) health and functional capacities; (2) competences and skills; (3) values, attitudes and motivation. Work related factors comprise work content, work environment, work organisation and leadership. (Source)

is also influenced by the environment outside of work. Personal resources include the following elements: (1) health and functional capacities; (2) competences and skills; (3) values, attitudes and motivation. Work related factors comprise work content, work environment, work organisation and leadership. (Source)

People experience stress at work when they perceive that there is an imbalance between the demands made of them by their work and the physical and mental resources they have available to cope with those demands. (Source)

Workplace health promotion is the combined efforts of employers, employees and society to improve the health and well-being of people at work. This can be achieved through a combination of (1) improving the work organisation and the working environment; (2) promoting active participation; and (3) encouraging personal development. (Source)

is the combined efforts of employers, employees and society to improve the health and well-being of people at work. This can be achieved through a combination of (1) improving the work organisation and the working environment; (2) promoting active participation; and (3) encouraging personal development. (Source)