Module 5 - Age management and Diversity management

Skills:

Intercultural

Innovative thinking

Team work

Learning outcomes

After studying this topic, the participant will know/ will be able to:

Make the differences between Age Management and Diversity Management.
Know the cultural and generational integration of its human capital on companies.
Investigate more about these interesting theme.

Module objectives and aims

Analyze the differences between Age Management and Diversity Management.
Show participants all about incentive techniques for keeping employers with long experience and involved them in the process of change of companies.
Define how the real ways of adaptation of old people to new technologies are.
Propose new models for corporate Diversity Management.

Module list of content

Learning object 1.1. Presentation of Age Management.

Concept and goals. Reasons for inclusion in strategies.
Dimensions involved in Age Management.
- Recruitment.
- Learning and knowledge management.
- Attitude change and flexible work practices.
- Health management.
- Working environment and ergonomics.
- Incentives for retaining more experienced workers.
- Integration of new technologies
Conclusions and recommendations.

Learning object 1.2. Main part of Diversity Management.

Concept and ambits.
Advantages and drawbacks.
Proposal for a diversity management model.

Learning object 1.3. Study cases of Age Management and Diversity management models.

Key competences covered:

Some of these competences that participants will able to learn are:

Types of learning and knowledge management.
Attitude change.
Flexible work practices.
Working environment and ergonomics.

Glossary

Absenteeism, Age management, competitiveness, Diversity management, Health management, human resources, recruitment.

Literature

Obligatory

Aaltio, I., Salminen, H. M., &Koponen, S. (2014). Ageing employees and human resource management – evidence of gender – sensitivity? Equality, Diversity and Inclusion: An International Journal, 33 (2), 160–176.
Boston College The Sloan Center on Aging & Work (2012). Flex strategies to attract, engage & retain older workers. Innovative practices. Executive case report No. 5
Fuertes, V., Egdell, V., &McQuaid, R. (2013). Extending working lives: age management in SMEs. Employee Relations, 35 (3), 272–293. http://dx.doi.org/10.1108/01425451311320477
Perry, L. S. (2010). Designing the Workplace for the Aging Workforce. How to Use Ergonomics to Improve the Workplace Design. InzinerineEkonomika-Engineering Economics, 2015, 26(4), 391–397.
Tishman, F. M., Looy, S. V., &Bruycre, S. M. (2012). Employer Strategies for Responding to an Aging Workforce. The NTAR leadership center.

Module 5 - Age management and Diversity management

Learning outcomes

Module objectives and aims

Module list of content

Learning object 1.1. Presentation of Age Management.

Learning object 1.2. Main part of Diversity Management.

Learning object 1.3. Study cases of Age Management and Diversity management models.

Key competences covered:

Glossary

Literature

Obligatory

Further reading

Links

DIVERSITY MANAGEMENT o DIRECCIÓN DE LA DIVERSIDAD

AGE MANAGEMENT o DIRECCIÓN DE LA EDAD

Workload

Project

Developed by

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Module 5 - Age management and Diversity management

Learning outcomes

Module objectives and aims

Module list of content

Learning object 1.1. Presentation of Age Management.

Learning object 1.2. Main part of Diversity Management.

Learning object 1.3. Study cases of Age Management and Diversity management models.

Key competences covered:

Glossary

Literature

Obligatory

Further reading

Links

DIVERSITY MANAGEMENT o DIRECCIÓN DE LA DIVERSIDAD

AGE MANAGEMENT o DIRECCIÓN DE LA EDAD

Workload

Project

Developed by