IMPORTANT LEGAL NOTICE
 

 Third Career ascii version

Czech Republic

 
DP Managing organisation : Expertis Praha, spol. s r. o.
Other national partners : CSP Management Consultants s.r.o.
Economia a.s.
STEM s.r.o.
Středočeská asociace podnikatelek a manažerek
University of Economics, Prague (The Faculty of International Relations)
Škoda Auto a.s.
EQUAL theme :Adaptability - Life long learning 
Type of DP :Sectoral - Specific discrimination and inequality problems 
DP Legal status :Association without legal form 
DP identification :CZ-72 
Application phase :Approved for action 2 
Selection date :30-10-2005 
Last update :24-10-2006 
Monitoring:  

Rationale

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Over the past decade we have begun to face one of the most significant demographic changes of our time - the ageing of the population, a global phenomenon not limited to the Czech Republic alone. The fastest-growing age group of economically active people consists of people over 45 years of age. The recommendation for the Czech Republic is: "Find jobs for older people," i.e. give those who can work a chance to work. Not only the state but also the non-profit sector are tackling this issue in the Czech Republic, offering various requalification courses, social programmes and leisure-time activities. Little attention has been paid, however, to older people who are still working.
There is a need for a Development Partnership in prevention work with the at-risk age group (50+), which is often the first to be made redundant in companies when changes occur.
For historical reasons, there was a break in the development of managerial staff at Czech companies. Management has only been forming for the past 10-14 years, leading to an age gap. We are missing a system of succession, methods for passing on experience, and mentoring of younger staff by older colleagues. This is a new concept for the older staff, something they have to learn "on the fly". The "young management" trend can also lead to difficulties by causing tensions and misunderstandings between generations.
One possible solution which would at the same time prevent this problem is to focus on lifelong learning to help people maintain the habit of improving their (not only) professional capacities and simultaneously enhance their professional contributions and quality of life. It is also vital that employers and HR managers be involved in creating new systems that reflect the new needs of this age group (new forms of work, motivation etc.). At the same time the DP's goal is to increase the general society's awareness of equal opportunities for people of all ages.

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Objective

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The goal of the DP is to provide the target group (employees aged 50+) with better conditions on the labour market and to develop new approaches towards lifelong learning.
The DP will focus on the systemic and innovative development of lifelong learning for this disadvantaged group, on creating new training opportunities in companies, and on developing systemic solutions for working with a disadvantaged group within companies.
The main objective is to develop a methodology for supporting the continuing education of this age group within companies.
To design courses (content and methodology) focused on enhancing the staff’s motivation to improve their qualifications, credentials, flexibility and active professional involvement.
The courses will focus on increasing participants’ ability to adapt, on improving their self-evaluation and self-motivation skills, and on their interpersonal skills (communication, teamwork, negotiation etc.)
To develop a methodology HR managers can use to implement systemic solutions into corporate human resource management that reflect the specific needs of the target group.
The courses will focus on systems of succession, senior careers, knowledge management, training, appraisal and motivation systems, benefits, new work formats etc.
To verify this methodology through a pilot project in a selected company, with subsequent review.
To verify the outcomes by means of questionnaires and interviews with selected staff and company management.
To research the situation in this area in Czech companies: the existence of senior programmes, adaptation training programmes, human resource management systems.
To research the current personal and professional aspirations of older staff, their motivations and plans.
To create an online information system for staff, employers and the public that will offer information about forms of work, training opportunities, ….
To strengthen the positive image of active, working older people through online and print articles (to increase sensitivity to the issue of equal opportunities for people of all ages).
To organise a conference at which we will present the results of the DP's work in disseminating information about and possible solutions to this issue (education of both the professional and general public).
Over the past decade we have begun to face one of the most significant demographic changes of our time – the ageing of the population, a global phenomenon not limited to the Czech Republic alone. In addition to dealing with the economic consequences, society will have to tackle the social impacts of these changes as well.

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Innovation


Nature of the experimental activities to be implemented Rating
Guidance, counselling **
Training ****
Training on work place **
Employment aids (+ for self-employment) ****
Integrated measures (pathway to integration) **
Training of teachers, trainers and staff **
Improvement of employment services, Recruitment structures **
Conception for training programs, certification ***
Anticipation of technical changes **
Work organisation, improvement of access to work places **
Guidance and social services *
Awareness raising, information, publicity ***
Studies and analysis of discrimination features ***

Type of innovation Rating
Process-oriented ***
Goal-oriented **
Context oriented *

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The project offers an innovative approach by giving the disadvantaged 50+ group the opportunity to strengthen their position on the labour market, to eliminate discrimination, to reduce the risk of layoffs, premature retirement etc. This means working actively towards a clear goal, which is to increase the target group's flexibility, confidence and prospects, to work on prevention, and to provide systematic planning for a new career ("third career"). To assess this group's abilities and aspirations, as well as the needs of the labour market, and to evaluate these results in relation to the needs. To develop a methodology for motivational and educational programmes with an emphasis on work content, form and methods in order to provide the target group with the knowledge and skills that will give them a competitive advantage and that employers are looking for. The project will develop a new methodology for a comprehensive training project aimed at the 50+ age group focused on skills required by employers. The objective is to maintain the group's flexibility, motivation, pro-activeness and confidence, and to support its ability and willingness to pass these skills on to younger colleagues. The project will also test training methods that will be acceptable and natural for a group of experienced and mature people. It is important that we work with employers through managers and HR specialists in order to raise their awareness about the target group's worth and the possibility for capitalising on their potential - experience, time flexibility, loyalty. This project will help them to find various work activities and types of work for the target group and to benefit from their experience.
To focus on new qualifications for this target group - mentor, coach, advisor. To establish an information and discussion platform for the 50+ age group (Third Career project) supported on the internet and in the media.

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Budget Action 2

250 000 – 500 000 €

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Beneficiaries


Assistance to persons 
Unemployed  0.0%  0.0% 
Employed  55.0%  45.0% 
Others (without status, social beneficiaries...)  0.0%  0.0% 
  100.0% 
 
Migrants, ethnic minorities, …  0.0%  0.0% 
Asylum seekers  0.0%  0.0% 
Population not migrant and not asylum seeker  55.0%  45.0% 
  100.0%
 
Physical Impairment  0.0%  0.0% 
Mental Impairment  0.0%  0.0% 
Mental Illness  0.0%  0.0% 
Population not suffering from a disability  55.0%  45.0% 
  100.0% 
 
Substance abusers 0.0%  0.0% 
Homeless  0.0%  0.0% 
(Ex-)prisoners  0.0%  0.0% 
Other discriminated (religion, sexual orientation)  55.0%  45.0% 
Without such specific discriminations  0.0%  0.0% 
  100.0% 
 
< 25 year  0.0%  0.0% 
25 - 50 year  0.0%  0.0% 
> 50 year  55.0%  45.0% 
   100.0% 

Assistance to structures and systems and accompanying measures Rating
Age ***

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Empowerment

 

 With beneficiaries

Participation
Promoting individual empowerment
Participation in running and evaluating activities
Changing attitudes and behavior of key actors

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The target group of the DP is primarily people whose age (50+) causes them to be disadvantaged on the labour market. This group consists of people from two generations: "Veterans" or "Mature Workers" born before 1945, and Baby Boomers born between the second half of the 1940s and the first half of the 1960s.
Most of the target group is made up of the first Czech generation to grow up under socialism. For most of their working lives (until 1989), it was the norm to work (100% employment) but not to stick out too much. The working class was clearly preferred, which resulted in the devaluation of higher education (university etc.) The target group often found the changes at the beginning of the 1990s quite challenging, difficult, and even disillusioning. In the late 1990s the "first" mass layoffs took place. Some kinds of experience and skills acquired under the previous regime were now less important and there was a need to learn new knowledge and modern, more challenging technologies.
In the workplace, these generations are now facing competition from "generation X" (1960/65-1977/1981) and "generation Y", both of which had many possibilities at the beginning of the 1990s while at the same time not being burdened by the same history).
The members of these latter generations are educated, technically adept, flexible etc. Older staff are not able to compete with them in these skills and are often not offered chances in companies, even if they are able to adapt to a certain degree. Members of the target group are the most threatened age group in companies. Sometimes they are no longer able to "cope" in their positions. At the same time, they are not flexible enough or possibly not willing to change. Feeling under pressure from their employers to adapt, they are more likely to give up, to resign internally.
As far as their employers are concerned, there is usually little incentive - or not enough resources - for companies to create new opportunities. The companies have no experience in effectively work with this age group (engaging in blanket layoffs, not coming up with new activities or tasks in which older people might be able to achieve etc.) Many companies do not focus on working with people's abilities. Human Resources departments lack a methodology for working with older staff (motivation, training, benefits, appraisal). Intergenerational tensions are sometimes aggravated by the fact that management is younger than staff.
In addition, society is characterised by strong stereotypes when it comes to this issue. Older people are traditionally portrayed as being problematic in certain ways. Professionally active people are absent in the media; there are no visible role models. The DP considers working with older workers to be essential for reducing discrimination against this age category on the labour market. We encounter symptoms of this problem in daily conversations with staff, HR managers and company management from all over the Czech Republic. Most companies do not consider this issue to be very pressing (it has yet to acquire a certain degree of urgency) and allow a large number of experienced workers to leave (or even actively support their leaving) without offering them the opportunity to put their skills to use or to pass on their experience to younger staff.
As far as employees are concerned, we will primarily address their need to be accepted, to have and keep interesting jobs, to be socially acknowledged and appreciated and, last but not least, to maintain a certain standard of living (made possible by their financial income). As for employers, we will address the need for economic prosperity and social acknowledgement - to be viewed as good employers, to be aware of and to provide the conditions for effective personnel management. For society, the benefits lie in cultivating tolerance between generations and developing a "living" and prosperous society in which everyone can participate.

 

 Between national partners

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Members of the DP are united above all by a similar vision for the project. Some have worked together on other projects and therefore are familiar with each other's activities and professional qualifications. These factors ensure that their joint decision-making process will be of a professional nature.
All of the submitted project's partners will take part in the joint decision-making process and will have a representative on the DP governing body. Each partner will take part in regular DP meetings and assessments and decision-making procedures and will be familiarised with the interim results of the project. At the 1st meeting the governing body will be established and its members chosen. Each partner will be represented on the decision-making body.
The partners' exact involvement and responsibilities will be specified in the national and international agreement on partnership.

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Transnationality

 

 Linguistic skills

  • English
  • Deutsch
  • slovenčina (slovenský jazyk)
  • čeština

 Percentage of the budget for transnational activities

  • 9.0%

 Transnational Co-operation Partnerships

Transnational Co-operation Agreement DPs involved
4084 Equality through Transnational Actions on Age Partnership (ETAAP) DE XB4-76051-20-HH/200
FR PDL-2004-41348
UKgb 129

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Background

 

 Involvment in previous EU programmes

  • Nobody involved in A&E

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National Partners


Partner To be contacted for
Expertis Praha, spol. s r. o. Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
CSP Management Consultants s.r.o.
Economia a.s.
STEM s.r.o.
Středočeská asociace podnikatelek a manažerek
University of Economics, Prague (The Faculty of International Relations)
Škoda Auto a.s.

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Agreement Summary

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Last update: 24-10-2006 dot Top


Expertis Praha, spol. s r. o.

(Expertis)
Kafkova 16
160 00 Praha 6
www.expertis.cz

Tel:+420 224 315 616
Fax:+420 233 324 688
Email:expertis@expertis.cz

 
Responsibility in the DP: Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Type of organisation:Enterprise
Legal status:Private
Size:Staff 10-50
NUTS code:Praha
Date of joining / leaving:30-09-2004 /

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EXPERTIS PRAHA is a consulting and training company, a partner to managers and HR professionals in the management and development of people's potential. We help develop the knowledge and skills of managers, company teams and individuals, and we provide a platform for the exchange of information and experience.



Contact person(s)

Name First name Phone E-mail Responsibility
Dobiášová Kateřina +420 739 091 448 katerina.dobiasova@expertis.cz all
Kubešová Kateřina +420 224 315 616 katerina.kubesova@expertis.cz all

Last update: 24-10-2006 dot Top


CSP Management Consultants s.r.o.


Ohradní 1440
140 00 Praha 4
www.csp.cz

Tel:+420 602 309 612
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff < 10
NUTS code:Praha
Date of joining / leaving:30-09-2004 /

Text available in

We are one of the leading Executive Search firms in the Czech and Slovak market with a global approach and local expertise.



Contact person(s)

Name First name Phone E-mail Responsibility
Fialová Ladislava fialova@csp.cz guide for HR managers and employess
Kutschera Peter kutschera@csp.cz guide for HR managers

Last update: 24-10-2006 dot Top


Economia a.s.

(EOL)
Ovenecká 380
170 00 Praha 7
http://economia.ihned.cz

Tel:+420 737 226 297
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff 10-50
NUTS code:Praha
Date of joining / leaving:30-09-2004 /

Text available in

Economia is the greatest publisher of economy and professional periodicals in the Czech republic




Contact person(s)

Name First name Phone E-mail Responsibility
Bočarova Zdena zdena.bocarova@ihned.cz Public relations

Last update: 24-10-2006 dot Top


STEM s.r.o.

(STEM)
Sabinova 3
130 00 Praha 3
www.stem.cz

Tel:284 019 100
Fax:
Email:info@stem.cz

 
Responsibility in the DP:
Type of organisation:Other
Legal status:Private
Size:Staff 10-50
NUTS code:Praha
Date of joining / leaving:30-10-2005 /

Text available in

Private statistics research company



Contact person(s)

Name First name Phone E-mail Responsibility
Sýkorová Jitka sykorova@stem.cz research

Last update: 24-10-2006 dot Top


Středočeská asociace podnikatelek a manažerek


Táboritská 23
130 000 Praha 3
www.stredoceske-podnikatelky.cz

Tel:+420 604 269 898
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Organisation providing support and guidance for disadvantaged groups
Legal status:Non-profit private organisation (including NGO...)
Size:Staff 10-50
NUTS code:Praha
Date of joining / leaving:30-09-2004 /

Text available in

Central Bohemian Association of Women Managers and Entrepreneurs



Contact person(s)

Name First name Phone E-mail Responsibility
Cetlová Helena helena.cetlova@stredoceske-podnikatelky.cz Public relations

Last update: 24-10-2006 dot Top


University of Economics, Prague (The Faculty of International Relations)

(VŠE)
nám. W. Churchilla 4
130 67 Praha 3
http://fmv.vse.cz/FAK2/WCMS_FAK2.nsf

Tel:+420 224 095 258
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Education / training organisation
Legal status:Public organisation
Size:>250
NUTS code:Praha
Date of joining / leaving:30-10-2005 /

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The Faculty of International Relations of the University of Economics, Prague (UEP), was founded in 1991 as a successor of the original Faculty of Commerce. At the Faculty of International Relations, the branch of study – Economics of Foreign Trade – was changed to double branches – International Trade and Tourism; the former has today the largest number of students in the Faculty. Further branches oriented towards Business and Law, International Politics and Diplomacy as well as European Integration and Political Sciences emerged during the nineties. Nowadays the Faculty has 170 pedagogues, and in the Bachelor’s and Master’s programmes there are enrolled around 3,500 students.



Contact person(s)

Name First name Phone E-mail Responsibility
Filipová Alena filipova@vse.cz guides

Last update: 24-10-2006 dot Top


Škoda Auto a.s.


Tř. Václava Klementa 869
293 60 Mladá Boleslav
www.skoda-auto.com

Tel:+420 326 817 607
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:>250
NUTS code:Stredocesky
Date of joining / leaving:30-09-2004 /

Text available in

leading automobile company in the Czech republic



Contact person(s)

Name First name Phone E-mail Responsibility
Králíková Alexandra alexandra.kralikova@skoda-auto.cz guide for HR managers

Last update: 24-10-2006 dot Top



 
 
 
 

 
 
 
 

 
 
 
 
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