Page 102 - increasing-the-value-of-age-guidance-in-employers-age-management-strategies

Increasing the value of age: guidance in employers’ age management strategies

environment. This was prepared to ensure that the first part of the initiative would
be implemented in everyday activities. During the initial phase, all managers had
training in guidance activities, and guidelines were available.

6.3.2. What is done during the delivery stage?
In this section we discuss the various methods identified according to level of
organisation, employee involvement, the channel used, providers and quality.
Face-to-face guidance is the most common channel to deliver guidance,
especially informing, advising, coaching and mentoring. Most guidance is
provided on an individual basis, via formal or informal talks between employee
and direct supervisor.
Only in Kronoberg (Sweden), is guidance provided through a formalised
training/guidance centre where any employee can come to receive assistance on
specific subjects at individual level. Kronoberg set up local learning centres for
workers.
The centres allow workers to pursue formal education or other training at
their own pace. Employees can take part in online education programmes (e-
learning) which make it possible to provide guidance in a different setting than
face-to-face. The focus of these IT instruments is on the responsibility of the
individual, complemented by direct support. Employees have the opportunity to
receive counselling and support in pedagogical and administrative matters, and
meet other students in similar situations.
In some cases, ICT supported self-services were used to guide the
individual through the assessment of own skills, attitudes and aspirations. These
services were also sometimes set up to support the organisation in assessment
of competences and career aspirations at organisation level.
Wicke uses a specific ICT tool, the competence pilot (Kompetenzpilot), to
support its age management strategy. This was developed in the framework of
Nova.PE by an EQUAL development partnership, not to be used solely by Wicke,
but for any organisation that implements Nova.PE. It is used to visualise
indispensable competences according to areas and age groups, elaborate
differentiated personal profiles for individuals, organise knowledge transfer
processes, and detail transfer plans.
While ICT-tools can be seen as important in developing and disseminating
career information and services, it is also widely recognised that face-to-face
services, in the form of individual and/or group work, are an essential part of
guidance delivery.
Guidance at group level is mainly relevant when informing plays a large role
in the specific approach. A possible advantage of using groups is the use of

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