Equallity - Finding the way to innovative Life Long Learning Solutions

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Equallity - Finding the way to innovative Life
Long Learning Solutions
10 allée Enrico Fermi 76230 BOIS GUILLAUME
FRANCETel 33(0)2 35 12 17 17 www.opcareg-hn.fr
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Upper Normandy
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OPCAREG HAUTE NORMANDIE

• A non-profit organisation created in 1995
• We collect and manage the financial
  contributions which, by law, firms must pay
  towards their employees training and personal
  development
• Our board members include representatives of
  employers organisations (MEDEF) and trade
  organisations
• OPCAREG belongs to a national network
• 24 regional branches
• 20 activity sectors represented
• 45 000 enterprises (all sizes)

550 employees dealing directly with HR managers
and employers
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OPCAREG S MISSION

• Our mission
• Manage vocational training budget of enterprises
  
• Finance training courses for employees
• Our value added services
• Consultancy on human resources policy,
  employment and training legislation
• Development and management of specific projects

• Go beyond our primary task of collecting and
  managing funds
• Anticipate changes on the labour market
• Implement innovative solutions to ensure the
  sustainable development of people and
  enterprises.
• innovative solutions

Enterprises needs
Lisbon Agenda objectives
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Age Management - Equal Projects
2002-2005 S.E.N.I.O.R.S Initiated in 2001, the
project aimed at analysing the regional situation
in terms of senior employment, encourage
innovative training schemes for the over 50s and
encourage the (re)-recruitment of the over
45s. 2004-2007 EQUALLITY PARCOURS DAVENIR
Anticipating and promoting career management for
employees over 45. The project offers Human
Resource management tools and advice for both
employees and employers. 2005 - 2007 PERFORMANCE
SENIORS A national project to promote vocational
training for the 45 and understand the attitudes
of both employees and employers
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Anticipating the demographic change

• Projection Proportion of the over 50s in our
  workforce
• 2000 20
• 2006 25
• 2015 30 (if retirement age 65)
• Source INSEE - DARES, Blanchet D., 2002
• Retaining/transfering the know-how (tutoring /
  mentoring)
• Keeping the over 50s in a dynamic work /
  learning mode (anticipating second half of their
  career)
• Helping (long term) unemployed people over 50 to
  find employment (training and and acting upon
  employers representations)

Issues to tackle
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Some facts and figures

• Results from recent surveys conducted in 2
  national projects (Pic Equal)
• Equallité Parcours dAvenir (Equallity -Pathway
  to the future)
• Performance Seniors
• Over 2500 enterprises where consulted in 6 French
  regions (gt10 employees)

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Objectives

• 2 questionnaires to collate information
• Quantitative level
• Qualitative level
• In order to
• Understand the discriminating factors (age,
  gender, qualification levelsetc) in terms of
  gaining access to vocational training
• Understand attitudes of workers and employers
  (profiling)
• Identify strategies to improve the management of
  senior human resources

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What weve learned

• Key factors in access to vocational training for
  45
• company size
• company training organisation (in house
  facilities)
• number of years in company
• gender
• Age is also important
• Trainees aged 45-49 yrs 41
• Trainees aged 50-54 yrs 38
• Trainees aged gt54 yrs 21

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Profiling the Senior workers/trainees

• 5 segments identified using 4 criteria
• company size
• initiative for training action
• type of training
• nb of yrs in enterprise
• 2 dimensions

specialisation
passive
Active
Objective of training
Attitude of trainee
Widening range of skills
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Specialisation
Transport
Workers
Adaptating to their environment (24)
10 49 employees
Mobile (20)
Less than 5 years
Men
Expert (20)
Transport and communicati on
Specific skills
 Non mobility 
Agriculture
Commercial skills,
500 employees et
Employees, technicians
Transversal skills
10 à 19 ans
Adapting To their role (28)
Motivation
Technicians
50 -499 employees
20 yrs in the company
Accountancy Management
Engineers Managers
Sales, commercial skills
NTIC SKILLS
Languages
Pro active (9)
Women
Employees initiative
Health and Social Workers
Widening range of skills
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What do enterprises think of their senior
workers ?

• Managing senior human capital
• 18 it is important to anticipate and help
  plan 2nd half of careers
• 57 may start thinking about it if it becomes
  significantly important but do not see it as a
  need today
• 25 do not recognise the issue
• Perception of 45 yrs
• Good attitude, dedicated, expert
• - - - Not very flexible, poorer performance, lack
  of personal investment

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Profiling enterprises

• Pragmatic (19) NO HR department ? training is
  used when there is a need for it
• small enterprises, Transport and communication,
  no long term HR strategy
• Pro active (27) Dynamism but no real HR tools
  developed within the company
• Small enterprises, sales / commercial activities,
  strategic vision but no internal HR service
• Strategic (18 ) formalised HR service
• Larger companies, recognition of need age
  management, training actions
• Waiting for ... (36) Do not use HR tools at
  their disposal
• Same means as  Strategic  segments, but no
  recognition of need for age management

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What to do ?

• Anticipate, plan and act
• Provide support and tools to smaller enterprises
• Help companies and workers with individualised
  pathways a key factor in motivation

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Tool Kit

• For employers
• For employees
• Accessible via website
• 3 levels of information
• basic raise awareness (quizz video game with
  real life situation)
• technical practical information about means
  available to both employers and employees
• expert level research, statistics etc...

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Additional tools for Opcaregs advisors

• Tool Kit
• training seminar to develop specific
  argumentation in favour of the target groups
• Age pyramid tool to use in companies
• Notice to optimise the French legislation (LLL
  Specific Senior Plan)