Frerichs F, Naegele G
Department of Demographic Change and Work Environment, Institute of Gerontology, Dortmund University, Germany.
J Aging Soc Policy. 1997;9(1):89-101. doi: 10.1300/J031v09n01_08.
The employment prospects of older workers in Germany are widely endangered because of age discrimination. The main indicator concerning recruitment is that from the age of 45 on the difficulties in finding a new job rise extraordinarily and, accordingly, the duration of unemployment rises. Concerning further training, there is a lack of participation by older workers in vocational training and, additionally, they face numerous risks in the deterioration of their skills. Given the long-term implications of the aging labor force, employers must adapt their approaches to recruiting and training older workers to prevent a further loss of skills and know-how. A comprehensive strategy for integrating older workers and overcoming age barriers in employment is required. To promote recruitment, job-placement programs should be linked more closely to companies and public programs should be targeted to older unemployed workers. To promote further training of older workers, the workplace needs to create a learning environment, introduce a greater variety of tasks, and develop training schemes.
由于年龄歧视，德国老年工人的就业前景受到广泛威胁。有关招聘的主要指标是，从45岁起，找到新工作的难度急剧增加，相应地，失业持续时间也会延长。在进一步培训方面，老年工人参与职业培训的情况不足，此外，他们在技能退化方面面临诸多风险。鉴于劳动力老龄化的长期影响，雇主必须调整其招聘和培训老年工人的方式，以防止技能和专业知识的进一步流失。需要一项全面的战略来整合老年工人并克服就业中的年龄障碍。为促进招聘，就业安置计划应与公司更紧密地联系起来，公共计划应针对老年失业工人。为促进老年工人的进一步培训，工作场所需要营造学习环境，引入更多样化的任务，并制定培训计划。
