By Christopher M. Schlick, Ekkehart Frieling, Jürgen Wegge (auth.), Christopher Marc Schlick, Ekkehart Frieling, Jürgen Wegge (eds.)
The disproportionate getting older of the inhabitants of operating age in lots of international locations world wide is a distinct incidence within the historical past of humankind. within the mild of demographic switch, it really is changing into more and more vital to improve and use the possibility of older staff.
This edited quantity Age-differentiated paintings Systems offers a last file on a six-year precedence software funded by way of the German learn beginning (DFG) and offers chosen learn findings of 17 interdisciplinary undertaking groups. the assumption is that it'll serve either as a reference ebook and review of the present country of analysis in ergonomics, occupational psychology and similar disciplines. It presents new types, tools, and techniques for interpreting and designing age-differentiated paintings structures with the purpose of aiding material specialists from varied components of their judgements on hard work and employment guidelines. accordingly over forty laboratory experiments regarding 2,000 individuals and 50 box reviews concerning over 25,000 staff have been conducted.
Further pursuits of the edited quantity have been to supply a pluridisciplinary compilation of the broad details bought over the six-year application interval, to demonstrate the diversity of the examine box, and to express an built-in realizing of age-differentiated paintings platforms to readers.
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Additional info for Age-Differentiated Work Systems
This was supplemented by analyses of physical and mental stress and strain. In this context, the research projects focused on the aging-appropriate design of work systems in automobile assembly and on system design in the realm of vehicle driving. In the former area, the effects of ‘‘Takt’’-driven, short-cycle assembly work on employees was examined, with age taken into account. Specific load situations were analyzed. Combined with the skills profiles, these situations justify age-differentiated work design in the relevant production systems.
The productivity of enterprises might decrease when relative productivity of old employees is lower than productivity of younger employees, and when employers cannot avoid an increase in the share of old employees. In addition, enterprises might lose valuable knowledge and skills when large cohorts of well-educated employees of the baby boom generation retire and have to be replaced by employees from smaller cohorts of labor market entrants. This chapter reviews recent findings on the relationship between Specific Human Resource Measures that are targeted on Old Employees (SMOE) and establishment outcomes.
This means that more than 10 % of the West German and more than 25 % of the East German employees have censored values for tenure and experience. We account for censoring by multiply imputing their values. Yearly imputation of the values for tenure could lead to excess variance in these variables and therefore, for each employee, only the first value for tenure is imputed and following observations are derived from the initial value, accordingly; for each additional year the employee stays in the same establishment we update the value for tenure by adding one year to the value of the last year.
Age-Differentiated Work Systems by Christopher M. Schlick, Ekkehart Frieling, Jürgen Wegge (auth.), Christopher Marc Schlick, Ekkehart Frieling, Jürgen Wegge (eds.)