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

to realise the set of aims; guidance is an integrated factor. Before going into the
guidance aspect in Section 5.3, we will first look at the approaches themselves.
Table 6 shows the different approaches used in the case studies. The
approaches most often used are training and lifelong learning and career
development. If career development programmes are in place, these often
include mentorship activities, where a senior employee is linked up with a more
junior employee. The mentorship activities at Makro offer possibilities for senior
employees to take a new step in their career within the organisation.
Two specific training and lifelong learning activities are found in the cases.
First, the activities can be aimed at job-related skills such as the training provided
at Schumann Haustechnik, to update skills on new technologies, materials and
working methods.
However, there are also cases where the training is linked to the
professional development of the individual (development of CMS); career and
professional development at UCLH is concrete example, encompassing career
development planning and application training. Training and lifelong learning and
career development are not the only two approaches used; others are described
after Table 6.

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