Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries...
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![Page 1: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/1.jpg)
Facilitating flexibility ánd security for older workers: HRM-arangements in 4
European countries
CEDEFOP (Thessaloniki, 30 sept. 2008)
Frank Tros
Hugo Sinzheimer InstituutUniversity of Amsterdam
![Page 2: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/2.jpg)
Agenda
1. Flexicurity-concept and older workers
2. Comparative survey on 50+ workers in workplaces in the Netherlands, Germany, Denmark, Belgium.
3. Problem & questions: Do reflect workplaces European and national policy (-
shifts)? Are there ‘flexicurity’-approaches? Is there cross-national (sectoral) variances in degree/
forms of HRM-activities that facilitate (different forms of) flexibility and security for the older workers?
![Page 3: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/3.jpg)
Why flexicurity?
Basics flexicurity-debate: 1. flexibility and security are mutually supportive
/complementary2. Flexibility not monopoly of employers; security not
monopoly of workers3. Focus on new forms of security (activating)
Older workers good test case for this concept: Modernizing old fashioned passive HRM-practises Need for new combinations for flexibility ánd security Can broaden bargaining on early retirement issues
![Page 4: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/4.jpg)
Security:
Flexibility:
Income Job Employ-ment
Combination (Work-life balance)
External numerical
Internal numerical
Internal functional
Wage
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Income security
Job security Employment security
Combination security
External numerical flex
Early retirement benefits
Outplacement;
Selfemploy-ment
Recruitment
Internal
numerical flex
Part time retirement
Reduced working hours
Variable working hours
Part time retirement
Flexible working hours
Internal
functional flex
Relieve work load;
Retraining
Task roulation
In/external jobmobility;
Education;
Senior jobs
Wage flex Flexible pay Demotion
![Page 6: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/6.jpg)
Employment rates 55-64 yrs
0
10
20
30
40
50
60
70
Netherlands
Germany
Belgium
Denmark
EU 15
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Institutional variety
• In all 4 countries policy shifts on older workers
• But different (initiating) role of the several actors in IR-systems
• How reflects policies and regulations on national/sectoral level the activities on workplace level?
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Stratified samples (n=3085 workplaces)
Metal-electro industry
Trans-
port
Edu-cation
Public admini-stration
Total
Nether-lands
200 200 150 200 750
Germany 174 177 179 186 716
Denmark 201 163 168 198 730
Belgium 194 114 274 307 889
Total 769 654 771 891 3085
![Page 9: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/9.jpg)
Arrangements facilitating working time flexibility for 50+ (% workplaces, weighted)
Nether-lands
Denmark Belgium Germany Total
Part time retirement 68 78 57 33 59
Part-time contracts 55 83 67 46 63
Reduced working hours 72 68 69 29 60
Dispensation from inconvenient working hours
48 45 15 26 33
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Arrangements facilitating functional flexibility for 50+ by (% workplaces, weighted)
Nether-land
Denmark Belgium Germany Total
Job-rotation and horizontal career movements
44 84 25 39 47
Adaptation tasks to relieve workload
64 34 26 30 38
Plans/programmes for Education
41 48 29 26 36
‘Senior-jobs’ 19 15 10 7 13
Demotion towards less paid jobs
22 2 4 1 7
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Arrangements facilitating external numerical flexibility for 50+ (% workplaces, weighted)
Netherland
Denmark Belgium Germany Total
Mediation/support outplacement to other employers
27 4 11 4 12
Support for self-employment 9 3 2 4 4
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Number of flex arrangements
0
1
2
3
4
5
6
7
Metal-electronicindustry
Transport Education PublicAdministration
Total
Netherlands
Germany
Belgium
Denmark
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Inititiators in most facilities for 50+ (n=3085 workplaces)
0
10
20
30
40
50
60
70
80
Netherlands Germany Denmark Belgium
Legislation/government
Collective agreement
Employer/HRM-dpt
Works council
Workers
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Multiple regression analysis ‘number of arrangements’
Standardised coefficient Beta
Adj R square .245
Netherlands
Germany
Denmark
Metalektro
Transport
Education
Size (4 cat)
Collective bargaining
HRM-department
Share 50+ (4 cat)
Recruitment 50+
Workscouncil
+.251 **
-.083 **
+.287 **
-.042
-.091 **
+.052 *
+.103 **
+.073 **
+.105 **
+.040 *
+.040 *
+.057 **
** stat. Sign. 0.01 level
* stat. Sign. 0.05 level
![Page 15: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/15.jpg)
Adj. R Square:
NL
.216
Ger
.026
Den
.109
Bel
.123
Metalectro sectorTransport sectorEducation sectorSize organ. (4 cat)CLAWorkscouncilHRM departm.Share 50+ (4 cat)Share female 50+Edu-level 50+ (3 cat)
Recruitment 50+
- .224- .324 .091 .144 -.099 -.093 --.192
---.117-----.097--
-.146-.157-----.233-.097--
---.097.162.124-.090.148---
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Intensity of activity/use of arrangements
0
1
2
3
4
5
6
7
Metal-electronicindustry
Transport Education PublicAdministration
Total
Netherlands
Germany
Belgium
Denmark
![Page 17: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/17.jpg)
Intensity of use among 50+ (total 4 contries, in case of availability)
• Early retirement ++• Flexible reirement age +• Part-time retirments -• Part-time contracts -• Reduction working hours +• Relieve inconvenient working hours +/-• Training/education programmes +• Internal job mobility --• Reservation senior jobs -• Relieve workload -• Outplacement/external job mobility --• Support self employment --• Demotion towards less paid jobs --• Flexible pay ++
• ++ > 50% often used; + 40- 50% often used; +/- 30-40% often used; - 20-30% often used; --< 10% often used.
![Page 18: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/18.jpg)
Overall picture 4 countries
Hierarchy of flex-forms in HRM-practises:1. Working hours flex2. Internal funtional flex3. External/wage need for more external flex - job-job mobility and
education - in relation to employment security (?)
The intensity in which some arrangements are used is low.
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Large cross-country variances
Dutch and Danish workplaces have more arrangements for flexibility and preventing/activating security for 50+, compared to German/Belgian workplaces.
Especially Netherlands have more intense use of these arrangements.
Different focus and initiating actors in the countries.
HRM in the countries reflect working of national IR-institutions.
![Page 20: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/20.jpg)
Approach Background variables
Netherlands
Relief(in greater range of HRM-instruments)
Sectoral variance;
CLA initiative
Denmark Development(in greater range of HRM-instruments)
Initiatiative workplaces/HRM dept.;
Belgium Focus on working hours(in small range of arrangements)
Legislative intitiative;
Local variances
Germany Low activity in all
?
![Page 21: Facilitating flexibility ánd security for older workers: HRM-arangements in 4 European countries CEDEFOP (Thessaloniki, 30 sept. 2008) Frank Tros Hugo.](https://reader030.fdocuments.us/reader030/viewer/2022032722/56649f4e5503460f94c7048a/html5/thumbnails/21.jpg)
Further work to do
• More evaluation needed on micro level for effects of arrangement and HRM-practises for flexibility and security in job/labour market in the long run.
• Do and how do flexible arrangements lead also to (sustainable) security? How secure is flexicurity?
• Further statistic analyses for explaining cross-country, and inside country variances.