Waltteri BergerOssi Hakkarainen Juhana Ikonen Pia KarjalainenSanna Sokura Sonja Sorsa.

Waltteri Berger Ossi Hakkarainen Juhana IkonenPia Karjalainen Sanna Sokura Sonja Sorsa

Preface

Age structure changes and its effects in FinlandEconomic growth, employment and welfare

LabourEmployment and retiring

Work communitiesIndividual ageing and health

Know-howLearning and knowledge

Case Abloy OyAge friendly work community

The Finnish age structure• Population by age and gender 2010 in Finland

• Our largest age groups are starting to be retiring age (average 59,8)

• Year 2010: 17,6 % of the total population were aged over 65 year old

The Finnish age structure

Population by age and gender 2050

Year 2050: 27,6 % of the total population will be aged over 65 year old

Fertility rate• Growth in the 1940’s is explained by the end of World War 2• After that there were decline for 30 years and it steadied in

the 1970’s

• After 1970’s fertility rate has risen slightly to it’s present 1,86

Dependency ratio• Dependency ratio tells how many working-aged persons

there are towards every under 15 and over 65 years old persons

• Current dependency ratio is 100/50• Dependency ratio in the year 2050 is predicted to be 100/75

The Finnish Pension System Composed mainly of two pension types: Employment-based earnings related pension Residence-based national pension

The importance of supplementary pension benefits is rather small in Finland

95 % of the Finnish pension scheme is composed by mandatory retirement plan

The 2005 pension reform in Finland

The possibility to shift to old-age pension is more flexible within the age of 63-68

Taking in account all earnings of the whole work history

Studying and childcare also increases pension

Incentive bonus supports to work longer

Employment rate of elder people

Employment rate for people over 55 has risen, especially among people over 60 year old

Age management and features of ageing workers

Age and ageing

An ageing worker 45, an older worker 55 Ageing - and changeing

Health status, functional abilityWork abilityValues, attitudesSocial capasity, experience of life

Ageing – and not changeingLearning and thinking abilityintelligenceCompetence, work experience

Personal factors influencing on retiring

Age EducationHealthMarital statusPension insurancePersonal income Domestic income

Work related factors influencing on retiring

Permanent employment

Leadership of immediate superior

Occupational health care and rehabilitation

Flexibility of working hours

Working environmentWorkload and hasteSupplementary

educationDevelopmental

potentialSocial networkSalary

Work ability

Workability maintenance

Juhani Ilmarinen: Aging workers 2001 in Occupational Environmental Medicine

Age management

Pays attention to whole human resources

Both young and older workers have special needs in different life situations

Suitable work load for workers of varying ages

By positive feedback and appreciation employees get more experiences of success in working life

Learning

Attitude Connection to former

information

Progress in own

speed

Testing

Self-reflection Peaceful environment

Allowance of

mistakes

Consideration

Active learning style Good atmosphere

Methods to transfer tacit knowledge and know-how

Recruiting Documentation

Mentoring On-the-job learning

Development discussion Person rotation

Exit interview Participation to different kinds of projects

Age-friendly work community

About Abloy

One of the leading manufacturer of locking systems and locks worldwide

World’s leading developer of electromechanical locking technology

37 000 employeesThree factories in FinlandHead office in Joensuu

The Age Masters program: Background

In Finland exceptional baby boom after the Second World War

Not enough young people to replace elderly workforce

The transition of experimental tacit knowledge to younger employees

The Age Masters program: Goals

Better working abilityLess sick daysLonger in working lifeHigher age of retirementMore respect to professional knowledge of

older employees

The Age Masters program

Started in 2001Minimum age 55After 59 years additional days offPersonal fitness tests Maximum 14 days off per year

The Age Masters program: The Age Masters Club

Important communication channel Collective educationSeminarsRecreationFree use of special fitness clubs for older

people

The Age Masters program: Results

Age of retirement has climbed several yearsProfessional self-respect improvedMore energy for hobbiesThe quality of working life and personal life is

better

Summary

Finland is going through a change of population structureAll must carry their load, the Finnish people

themselves, companies and organizations and also the politicians.

As a welfare country Finland is committed to make sure the economy is in balance and growing

The age structure obligates to make changes in Finland that in the future working generations can succeedAnd to avoid financial and employment issues

The Finnish board should support aging workers if an organization cannot handle the situation

Guide for employers how to cope and how to handle different situations and workers in small businesses and in large organization

Better system to pass on knowledge and know-how to those workers who are lacking the necessary experience in work life is important.

Summary

Ways to help elderly workers to want work longerOccupational healthcare, co-operation among

workers and employers, healthy and positive encouraging working environment, social relationships, financial benefits for longer work life and good salary

Balancing work and free time, hobbies, family and their support can also be a source of motivation.

Summary

Age programs as Abloy Oy has should be more common

Work communities individual solutions for workers are important in a successful working environmentEveryone should be able to have an

opportunity to be an individual and to show what ones abilities are

Summary