{"id":7985,"date":"2021-05-03T09:15:48","date_gmt":"2021-05-03T07:15:48","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=7985"},"modified":"2021-05-03T09:15:48","modified_gmt":"2021-05-03T07:15:48","slug":"aging-workforce-foerdern-statt-abschreiben","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/fr\/human-resources\/hrm\/2021-05-03\/aging-workforce-foerdern-statt-abschreiben\/","title":{"rendered":"Promouvoir la \"main-d'\u0153uvre vieillissante\" au lieu de la passer par pertes et profits"},"content":{"rendered":"
\"\"
Il s'agit d'utiliser la \"main-d'\u0153uvre vieillissante\", c'est-\u00e0-dire les travailleurs de plus de 50 ans, de mani\u00e8re profitable. Le savoir-faire interg\u00e9n\u00e9rationnel doit \u00eatre assur\u00e9 et mis en r\u00e9seau de mani\u00e8re durable. (Photo : HWZ \/ zVg)<\/figcaption><\/figure>\n

Pamela Bethke, Matthias M\u00f6lleney et Daniela Strohmeier se sont pench\u00e9s sur la question de savoir comment le savoir et l'exp\u00e9rience de la \"main-d'\u0153uvre vieillissante\" peuvent \u00eatre utilis\u00e9s de mani\u00e8re profitable dans les entreprises dans le cadre d'une \u00e9tude actuelle men\u00e9e au Center for Human Resources & Leadership de la HWZ. L'exemple des banques cantonales de Suisse al\u00e9manique a permis de mettre en lumi\u00e8re la gestion des \u00e2ges du point de vue des collaborateurs. Deux tiers d'entre eux se d\u00e9clarent satisfaits. Pr\u00e8s de 80% des personnes interrog\u00e9es souhaitent un \u00e2ge de d\u00e9part \u00e0 la retraite compris entre 60 et 65 ans.<\/p>\n

Maintenir une main-d'\u0153uvre vieillissante<\/h2>\n

Il est important que la \"main-d'\u0153uvre vieillissante\" reste plus longtemps dans le monde du travail afin de transf\u00e9rer les connaissances sp\u00e9cialis\u00e9es aux g\u00e9n\u00e9rations suivantes dans le cadre de la gestion des connaissances. Les comp\u00e9tences professionnelles interg\u00e9n\u00e9rationnelles et l'exp\u00e9rience acquise au sein d'\u00e9quipes h\u00e9t\u00e9rog\u00e8nes sont de plus en plus importantes pour les entreprises dans un contexte de concurrence mondialis\u00e9e. L'\"Aging Workforce\" - les travailleurs de plus de 50 ans - se trouve ainsi au centre de l'attention, dont les connaissances sp\u00e9cialis\u00e9es et l'exp\u00e9rience doivent \u00eatre pr\u00e9serv\u00e9es m\u00eame apr\u00e8s les d\u00e9parts individuels \u00e0 la retraite. La perte de savoir qui se dessine en raison de l'\u00e9volution d\u00e9mographique et de la vague de d\u00e9parts \u00e0 la retraite qui l'accompagne place les entreprises des pays industrialis\u00e9s occidentaux devant de grands d\u00e9fis. L'asym\u00e9trie d\u00e9mographique, associ\u00e9e \u00e0 la diminution du transfert interg\u00e9n\u00e9rationnel de connaissances et \u00e0 la baisse du nombre d'actifs, renforce encore la concurrence en mati\u00e8re de personnel, y compris et surtout au sein des Banques Cantonales suisses.<\/p>\n

Sauvegarde du savoir et de l'exp\u00e9rience 50+<\/strong><\/h2>\n

Dans leur HWZ Working Paper sur les potentiels de l'\"Aging Workforce\", les auteurs constatent que leurs besoins sont moins guid\u00e9s par des aspects financiers que par la flexibilit\u00e9 et l'estime. \"Les r\u00e9sultats de l'\u00e9tude montrent en toute clart\u00e9 les avantages \u00e9conomiques et manag\u00e9riaux qui d\u00e9coulent de l'int\u00e9gration active des connaissances sp\u00e9cialis\u00e9es et de l'exp\u00e9rience professionnelle et de vie pratique des collaborateurs de plus de 50 ans, y compris pour les Banques Cantonales suisses\", souligne Matthias M\u00f6lleney, directeur du Center for Human Resources Management & Leadership \u00e0 la HWZ Hochschule f\u00fcr Wirtschaft de Zurich. Les d\u00e9parts \u00e0 la retraite d\u00e9truisent trop souvent de pr\u00e9cieuses exp\u00e9riences pratiques, alors que le transfert de connaissances interg\u00e9n\u00e9rationnel et en temps voulu cr\u00e9e des avantages concurrentiels.<\/p>\n

Recommandations orient\u00e9es vers l'action<\/h2>\n

La pression globale en mati\u00e8re d'innovation est un d\u00e9fi majeur pour les entreprises dont le personnel a tendance \u00e0 \u00eatre plus \u00e2g\u00e9. Les g\u00e9n\u00e9rations qui ont \u00e9t\u00e9 socialis\u00e9es diff\u00e9remment par le changement technologique apportent souvent dans le processus de travail des valeurs et des attentes qui ne pourraient pas \u00eatre plus diff\u00e9rentes. Le savoir-faire interg\u00e9n\u00e9rationnel doit \u00eatre assur\u00e9 et int\u00e9gr\u00e9 durablement. Les entreprises suisses doivent int\u00e9grer davantage la \"main-d'\u0153uvre vieillissante\" dans les processus de ressources humaines correspondants. L'\u00e9tude de Pamela Bethke, Matthias M\u00f6lleney et Daniela Strohmeier fournit \u00e0 cet effet des recommandations orient\u00e9es vers l'action.<\/p>\n

Source et informations compl\u00e9mentaires : www.fh-hwz.ch<\/a><\/em><\/p>\n

 <\/p>","protected":false},"excerpt":{"rendered":"

Der Frage, wie das Wissen und die Erfahrung der „Aging Workforce“ in Unternehmen gewinnbringend eingesetzt werden kann, sind Dr. Pamela Bethke, Matthias M\u00f6lleney und Daniela Strohmeier in einer aktuellen Studie am Center for Human Resources & Leadership der HWZ nachgegangen. Am Beispiel der Kantonalbanken in der Deutschschweiz wurde das Altersmanagement aus der Sicht der Mitarbeitenden […]<\/p>\n","protected":false},"author":4,"featured_media":7986,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"Aging Workforce","_yoast_wpseo_metadesc":"Die \"Aging Workforce\" verf\u00fcgt \u00fcber langj\u00e4hriges Erfahrungswissen. 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