|
Tittelr&D Project - New Hr Practices For Alternative Career Paths And Good Late Careers . Descriptionkunnskapssenter For Longer Working Life Must, In Accordance With Its Mandate, Acquire, Develop And Disseminate Knowledge To Managers, Shop Stewards And Employees In Businesses And Organisations. Updated Knowledge Should Contribute To More Businesses Being Able To Develop Good, Inclusive And Attractive Workplaces Where The Development Of Good Late Careers In Working Life Is Central. This Will Strengthen The Possibilities For Businesses To Better Meet Their Need For Expertise And Labour, And For More Experienced Employees Both To Be Able, And Willing, To Continue Working For Longer. Research-Based Knowledge Is A Prerequisite For Conveying Good And Relevant Expertise To Norwegian Workplaces. New R&D Projects Will Give The Actors In Norwegian Working And Social Life Updated Knowledge About What Stimulates Longer Professional Careers, What Can Prevent Dropouts From Working Life And What It Is Like To Be Older Workers In Various Industries. Funds Are Now Being Announced To Carry Out The Project New Hr Practices For Alternative Career Paths And Good Late Careers Which Will Represent A Preliminary Study On New, Possible Employer Policy/Personnel Policy Strategies/Measures/Investments Or Hr Practice(S) For Alternative Career Paths And For Good Late Careers For The Oldest In Working Life. In The Long Term, There Will Be More Employees In The Age Group 67+/70+ In Norwegian Working Life, Both As Managers, Ordinary Employees, Temporary Workers Etc. We Can Also Expect More Elderly People As Job Seekers In A Future Labor Market. This Entails New Needs To Rethink Older People In Work And To Develop New Hr Practices For The Very Oldest In Working Life. Many Will Be Able To Continue For A Long Time Without Special Accommodation In The Job They Already Have, While Others May Need New, Alternative Career Paths, Opportunities For Downsizing, Changing Work Tasks Or A Completely New Job In A New Place - Or Perhaps Another, Looser Connection To An Employment Relationship In The Last Years Of Working Life. We Need To Update And Modernize The Content Of The Term Career Paths Which Have Traditionally Been Associated With Climbing Up The Ranks, And Where Alternative Career Paths Have Mostly Been Perceived As Relegation Or Downgrading. In A Future Labor Market, One Can Imagine That There Will Be More People Who May Have Wishes For Different Alternative Career Paths, E.G. With Increased Flexibility In Tasks, More Or Less Responsibility And Autonomy. It Can Still Involve Changes Upwards In Position And Responsibility, But It Can Also Involve Changes Downwards, To The Side Or To Completely New Areas. Can There Be New Solutions For How The Work Is Organised, E.G. With The Distribution Of Responsibilities And Tasks, Working Hours And Place, Which Will Also Stimulate New Thinking About The Concept Of Career And What Will Contribute To More People Continuing Longer In Working Life? The Intention Of A Strategy For Good Late Careers In Working Life Is To Find Practical Solutions In The Work Situation That Will Promote Work Motivation, Achievements And Results - For Both The Individual Employee And For The Manager/Employer. We Are In The Midst Of A Positive Development In The Health And Employment Of The Elderly. With Changes In The Framework Conditions Of Working Life With Age Limits And Increased Flexibility In The Pension Schemes For Both The Private And Public Sector, There Will Be A Need For New Research - And Eventually Also Development Work Where Different Hr Practice(S) For New, Sustainable And Adapted Solutions For Tomorrows Working Life Can Be Tested - Based On The Different Needs Of Both Older Workers And Businesses. This Could Result In More Older People In Work, In Line With Political Intentions. In Order To Prepare Ourselves For Tomorrows Working Life And Future Projects, We Want To Have A Preliminary Study Carried Out That Can Give Us New Knowledge About Where There Is Potential For Rethinking, Innovating And Developing New Hr Practices For Both Alternative Career Paths And Good Late Careers For The Oldest In Working Life. The Aim Of The Study Is To Point Out Areas Within Management, Personnel Policy, Hr, Competence And Organization Of Work And More That May Be Suitable For Testing In Practice Or For New Research And Development Projects. We Expect That The Project Will Result In A Review Of Potential New Strategies/New Practices With Descriptions Of Opportunities And Challenges, Which Will Later Form The Basis For Further Development Through Testing In Practice. Bestiller Is Open To Suppliers Being Creative In Their Way Of Elaborating, Concretizing And Describing Issues, Approaches, Methods And Ideas In Connection With The Projects Theme. We Invite Relevant Research Environments To Formulate Proposals For A Project Idea And Plan That They Find Relevant, Interesting And Feasible With The Boundaries You Find Appropriate. We Ask The Supplier To Describe And Justify How The Project Will Be Designed And Carried Out. The Project Will Be Able To Make A Valuable Contribution To The Work Of Further Developing Practical And Relevant Working Life Policy. The Project Will Impart Knowledge To Managers, Shop Stewards And The Employees Themselves, So That They Will Gain New Insight And With It A Better Basis For Developing Good Late Careers For Both Todays And Tomorrows Older Employees In The Individual Workplace. We Envision That A Reference Group Can Be Established For The Project That Can Provide Input To The Work Along The Way. The R&D Project Is To Be Carried Out In The Period 1 November 2026 – 15 October 2027.
|
