BLOG – Extending working life and working time, an extraordinary challenge for HR

WORK – We are going to be confronted tomorrow with colossal challenges, with ecological, societal, economic and demographic perils which will come to hit our lifestyles and our daily working lives head-on.

Edgar Morin, Sociologist and Philosopher took up the subject in his latest book, Let’s wake up!where he launches a call to resist, to come out of our selfishness and our torpor, to measure the dangers of modern technologies, algorithms and to escape through culture and books.

The Covid-19 crisis has favored the vertiginous acceleration of artificial intelligence, digitalization and teleworking.

Our relationship to work has changed, we are now all in search of meaning and balance in life.

Mastering our time has taken over and remains the marker of our new relationship to work.

The Covid crisis

The Covid crisis violently hit the HR departments on the front line, which had to adapt to respond to the urgency of the situation, the first priority HR projects induced by the pandemic focused mainly on the hybridization of working methods and on the introduction of new forms of work organization.

Another project classified as “ultrasensitive” in connection with the lengthening of life expectancy and working time will come to impact organizations and HR departments.

“Let’s wake up” and dare to face the profound transformations generated by this reality that awaits companies and HR on the issues of aging, longevity and the intergenerational challenge.

The employment of seniors

Let us rightly recall that a report on the retention of seniors in employment was submitted to the Prime Minister at the beginning of 2020. The authors recall in particular that a framework agreement was signed at European level in 2017 to encourage active ageing. No element on the content of this framework agreement has leaked!

France is one of the worst performers in the EU regarding the employment of its older workers, with an employment rate of 55.2% for 55-64 year olds, when Germany and the Scandinavian countries peak at 70. % according to Eurostat 2020 data.

Companies and HR will be faced with major demographic challenges, they will have to strengthen their strategic postures and their HR CULTURE on this subject.

Demographic evolution

Indeed, future demographic changes will force us to collectively and unitedly rethink the lengthening of life expectancy and the postponement of the legal retirement age. In 2030, 60% of the population will be over 50 years old. The demographic big bang is in full swing.

A titanic project on the inclusion of seniors in the job market must be coupled with the pension reform. It is high time that companies and HR adapt to longer working lives and longer working hours. Taking into account the challenges of aging in companies must be integrated into management, risk prevention and occupational health.

Shocking and lasting measures

  • The establishment of mandatory training for recruitment professionals in the face of intergenerational challenges and better supervision of the profession (Deconstructing stereotypes and fighting against frenzied ageism);
  • The establishment of training and seminars dedicated to the issue of intergenerationality and intergenerational management;
  • A mapping of emerging professions and professions that will disappear by 2030;
  • A training and retraining plan for jobs in tension to support the economy and meet the needs of companies
  • Rethink the management of the 2nd part of the career in companies for all employees from the age of 45;
  • Experiment with new recruitment processes for the over 50s;
  • Strengthen the recruitment of 50+ experts in companies for interim management assignments;
  • Model more targeted and disruptive employment support services for experienced profiles.

A dual challenge

The double challenge of aging and intergenerational issues will be the cardinal compass of companies and HR services in the very near future. The time has come for better recognition of occupations with high social added value, which concerns all care and personal assistance occupations. Recruitment needs will explode.

An extraordinary challenge for companies and for all HR professionals.

A commitment and collective negotiations that must be carried and supported by employers, professional branches and unions to get all companies and employment players on board on this major societal issue. Tomorrow, we will all be affected by programmed aging.

Our social survival and our continued employment will depend on each organization’s ability to commit to developing its intergenerational intelligence to challenge ageism and to allow everyone to reinvent themselves at any age in the face of the complexity of the labor market. job.

See also on Le HuffPost: Let’s stop considering seniors as a burden, they are a strength for France

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BLOG – Extending working life and working time, an extraordinary challenge for HR


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