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Anticipating skills needs and adapt skills sets of older workers in the Dutch central government

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betty feenstra

on 10 October 2014

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Transcript of Anticipating skills needs and adapt skills sets of older workers in the Dutch central government

Anticipating skills needs & adapt skills sets for
older workers in the Dutch central government? About the Dutch central government app. 112.000 employees, 11 employers,
central government (doesn't include ministry Defence) = 13% of the whole Dutch public sector Ministry of the Interior:
responsible for business operations in
Central Government, so also HRM
(amongst others) > 75% execution: Minister of the Interior is responsible
for 3 aspects regarding
"HRM" of central government: 1. Terms of employment
2. Quality of the civil service
3. Acting as a good employer in a political environment

One Collective Civil Service Labour Agreement
Ministries are responsible for their own workforce:
- Each ministry organises and executes HRM policies
- Collaboration between ministries and central initiatives Context
Dutch labour market Budget reduction Less job opportunities NOW - 2020 2020 -> shortage supply labour market reaching pension Demand for highly skilled labour aging workforce Dutch central government: @bettyfeenstra: betty.feenstra@minbzk.nl Practice examples:
adapting skills sets Age distribution 2010 till 2020
in central government Anticipating skills needs >45 year are more satisfied
with almost anything - especially when they don't
expect job mobility anymore "Fair play for older workers" (2011):
Workshops career policy for 50+ (for managers and employees together)
Competence analysis 45+ (workshops with 360 degrees feedback instruments, creating a portfolio, and an action plan)
Masterprogram: knowledge transfer between junior/senior employees Do policy and projects regarding older workers stigmatizes them even more? >55 has little need for training job satisfaction career development satisfaction Dutch central government:
Tax office, road & waterworks,
judicial system
not: police, schools, health care - but are unhappy about career
development Coordinating policy officer at the ministry of Interior, central government department writing a PhD at Erasmus University Rotterdam
about job mobility in central government Research in central government showed:
- Employability (Dutch: inzetbaarheid) is important for all age groups,
- you need an 'Individual approach' at the start

4 step approach proved to be successful:
1. Awarness of the age group they belong to
2. Individual approach, time to think about employability questions
3. Group approach managers and employees discussing the results of the individual approach
4. Action is best taken together (managers and employees) From lifetime employment to lifetime employability
Improve workforce planning
Increase transparency in our (digital) labour market Betty Feenstra Strong social dialogue Research of the Dutch Tax office & University of Amsterdam "Still going strong" showed that:
- Employability awareness is prerequisite for employability
- Age is not THE issue in employability, but a fixed mindset and routine jobs
- Older employees are quite negative about the use of training, they find challenging tasks motivating, not training
- managers give older workers less challenging taksks
- Countering age stereotyping, changing the mindsets, the culture and behavior of both employees and their managers seems to be the answer, even more than adapting skills sets. potential labour force retired New programs:

- Inventory of all the programs concerning older workers in central government
- coaching program for 'skilled talents' : people in the 'second half' of their career
- Job carving: analyze work duties performed in a given job and carving them suitable for the employee
- generation learning (meetings with several generations
- helpdesk financial (pension) implications if you want to work less, or retire sooner The real problem could be the labour market position of older workers We're organizing a meeting in May, based on the UK model of mindspace ("New insights from science and behaviour change could lead to significantly improved outcomes")
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