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Introduction and bios

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Information about Introduction and bios
Business & Mgmt

Published on December 5, 2008

Author: Anact

Source: slideshare.net

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Workshop 3 Career development over the life course: how can it best be ensured and adapted? The management of career paths is a major issue across Europe. Economic and social changes are bringing about a radical transformation of employment relationships: - Businesses must give themselves the means quantitatively and qualitatively to adapt their resources in order to survive in constantly changing markets; individualised management of career paths is necessary in order to address people’s changing interests and needs over time. At the same time, it is important for the company to have workers available who complement each other with their different knowledge and skills. - Employees have to face up to a professional situation which is less stable, a career path which is less linear and is now longer, while at the same time reconciling the demands of work with those of their private lives at the various stages of their lives. The possibility of building a satisfactory career path depends to a large extent on the resources which people are able to mobilise and develop throughout their lives. From this point of view, work and employment conditions contribute to the construction of career paths according to the extent to which they favour, or otherwise, the development of competences, a valid professional identity, relational networks, work-life balance, and the preservation of physical and mental health. Indeed, this dynamic sometimes reinforces the discrepancies in resources: some employees, often the most vulnerable, are repeatedly confronted with barriers and have little chance of developing their resources. Career path management is increasingly depicted as the management of transitions between job, unemployment and inactivity. Career paths and transitions have to be developed throughout the lives of workers. The growth of ‘flexicurity’ is part of the intersection of the need for flexibility and reactivity on the part of business and the need to make career paths more secure for those in employment and those out of work. How can we prevent or make up for these discrepancies in resources linked to working and employment conditions in order to avoid the phenomenon of progressive segmentation of the labour market and society? What resources can be used, and at what level (businesses, territories, branches, public policies), in order to accompany people throughout their career paths, and especially in the transition phases? How can we enable businesses to meet the challenges of adapting to markets, while at the same time offering sustainable working conditions and career paths for employees? Jean-Yves Boulin (See abstract in the French participant file) CNRS sociologist. Researcher at IRISES (Sociology, Economics and Political Science Interdisciplinary Research Institute), Paris Dauphine University. Member of the editorial board of Futuribles (Paris) and Transfer (Institut Syndical Européen, Brussels). Deputy Chairman of the Tempo Territorial Association Institut des Villes Expert Research areas (key words): working time; non-working time; social time (linkage between various types of social time); time use; social organisation of time; urban time/local policies

on time, social policies; social negotiation; trades unionism and social relationships; Europe (European comparisons). Leads research into working time, time use, linkage between working time and non-working time, and local policies on time. Recent publications: Anxo, D.; Boulin, J. Y. (2005) (coordinators): Working time options over the life course: changing social security structures. European Foundation for the Improvement of Living and Working conditions (Dublin) (87 pages) Anxo, D.; Boulin, J. Y. (2006) (coordinators): Working time options over the life course: New work patterns and company strategies. European Foundation for the Improvement of Living and Working conditions (Dublin) (129 pages) Boulin, J.Y.; Lallement, M.; Messenger, J.; Michon, F. (editors) (2006) : Decent working time. New trends, new issues. (ILO, Geneva). Author of Villes et politiques temporelles, (to be published October 2008), La Documentation Française Frédéric Bruggeman (See abstract in the French participant file) Specialist in economic changes and restructuring, Frédéric BRUGGEMAN is Economic Change Director at Cabinet Amnyos. He leads and takes part in a number of studies in France and Europe and from late 2004 to mid-2007 was international coordinator for the ‘Monitoring Innovative Restructuring in Europe’ project (ESF art.6). In collaboration with Bernard Gazier, he has recently completed coordination of a collective work on restructuring in Europe: Restructuring Work and Employment in Europe: Management and Policy Responses, Edward Elgar 2008. David Foden The presentation will discuss a number of working time arrangements in the light of their implications for work-life balance, drawing on the findings of the Foundation’s 2004-5 European Company Survey (Establishment Survey on Working Time). Data will be presented on the incidence, motivations for and outcomes of arrangements such as part-time work and, flexible arrangements (including working-time accounts). Arrangements with a life-course perspective (long-term leaves and phased retirement) will also be discussed. Findings relating to the different ways in which companies combine flexibility measures will also be discussed, and a typology of companies David Foden has been a research manager in Eurofound since 2002, and currently works in the Monitoring and Surveys Unit. He was born in Birkenhead in 1957. After studying economics at Cambridge University, he worked from 1979 to 1985 in the economic department of the Trades Union Congress, dealing with a range of economic and industrial policy issues. In 1985 he moved to Brussels as research officer in the European Trade Union Institute, and was subsequently coordinator of the research unit on employment and labour market policies and social protection. In Eurofound he was project leader for the first European Company Survey and is currently project leader for the Foundation’s Network of European Observatories (EIRO, EWCO and ERM).

Roberto Pedersini Flexicurity and industrial relations in the European Union The presentation provides an overview of the relevance and implementation of flexicurity in the European Union. After a brief illustration of recent developments on the issue of flexicurity at European Union level and a review of policies at national level, the analysis focuses, in particular, on the contribution of social dialogue and collective bargaining to the definition of distinctive approaches to flexicurity at national level and on the positions of the social partners. Roberto Pedersini is associate professor of economic sociology at the University of Milan. His main research interests concern labour issues and industrial relations, with a special focus on the connections between economic and social regulation and labour market outcomes. Robert Salais From competency to capability The Capability Approach, developed from Amartya Sen’s works, widens the concept of individual competency towards a broader concept, that of capability. Capability refers to the scope of possibilities that, in a given situation and time, a person can effectively achieve in her work and her life. The broader the capabilities, the wider and the more effective the freedom to act and to choose is. In such an approach, quality in employment is understood as the extent to which a person can master and freely choose her professional future. To the direct connection too often made between individual competency and responsibility, Sen invites us to substitute a triangular relationship between capability, effective freedom and responsibility. Developing capabilities cannot be only an individual affair. This objective calls for collective action on both sides of the labour market, the supply side (employability and placement) and the demand side (jobs and manpower management, training and work organisation). It implies shared responsibilities and an adequate distribution of rights and duties between the state, the workers and the employers. Key levels of collective action are territories and branches. Robert Salais is director of the IDHE laboratory at the Ecole Normale Supérieure (teacher- training institute) in Cachan, France. He is an economist, specialising in the history of work and employment, and the economy of conventions. He is also coordinator of CAPRIGHT, a European integrated research project 2007-2010 dealing with the relations between labour markets, employment and welfare regimes. His main published works are: L’invention du chômage (PUF, 1999), Les mondes de production (with Michael Storper, Editions de l’EHESS, 1993), Europe and the politics of capabilities (co-editor with Robert Villeneuve, Cambridge University Press, 2005) [in French: Développer les capacités des hommes et des territoires en Europe, Editions de l’ANACT, 2006]. Michael Whittall Work life balance: Making the workplace attractive In recent years there have been noticeable increases in flexible employment practices, particularly the growing predominance of flexible working time, temporary agency work and fixed term contracts. According to a survey conducted by Eurofound 48% of European establishments with more than 10 employees have some form of working time flexible arrangement. Such a figure makes for positive reading for the Lisbon strategy committed to increasing productivity through flexible employment practices in a way which has positive outcomes for employees. The following presentation considers the findings of a European

project concerned with amongst other things work life balance. The presentation discusses factors which accounted for the positive outcomes for both employers and employees. Three case studies are considered which highlight the win-win nature of developing work-life balance policies. Dr Michael Whittall, based in the Department of Sociology at the Technische Universität München, is currently an EU-Level correspondent for the European Foundation for the Improvement of Living and Woking Conditions. A former ESRC post-doctoral fellow, he is internationally known for his research on European Works Councils, the changing landscape of German industrial relations, working time flexibility and more recently on work-life balance. Furthermore, he is a member of the highly respected Lasaire research group on European Social Dialogue.

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