Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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4.1.1. The Role of the Overall human resource management Strategy.......103 4.1.2. Recruitment Practice..........................................................................105 4.1.3. Further Vocational Training ..............................................................107 4.1.4. Working Conditions and Health Management ..................................108 4.1.5. Termination of the Employment Contract.........................................109 4.1.6. Conclusions .......................................................................................110 4.2. German Firm Case Studies.......................................................................111 4.2.1. Presentation of the Studied Establishments.......................................112 4.2.2. Overall human resource management strategy..................................115 4.2.3. Recruitment Practice..........................................................................120 4.2.4. Further Vocational Training ..............................................................123 4.2.5. Health Management and Working Conditions ..................................126 4.2.6. Termination of the Employment Contract.........................................131 4.2.7. Perceived Exit Preferences of Older Workers...................................139 4.2.8. Impact of Legislative Changes ..........................................................145 4.2.9. Cooperation between the Management and the Employee Representation ...................................................................................151 4.2.10. Conclusions .....................................................................................156 4.3. Polish Firm Case Studies..........................................................................163 4.3.1. Presentation of the Studied Establishments.......................................164 4.3.2. Overall human resource management strategy..................................168 4.3.3. Recruitment Practice..........................................................................173 4.3.4. Further Vocational Training ..............................................................178 4.3.5. Health Management and Working Conditions ..................................183 4.3.6. Termination of the Work Contract ....................................................189 4.3.7. Perceived Exit Preferences of Older Workers...................................193 4.3.8. Impact of Legislative Changes ..........................................................197 4.3.9. Cooperation between the Management and Trade Unions at plant level ...................................................................................................202 4.3.10. Conclusions .....................................................................................206 4.4. Cross-national Comparison of Firm Case Studies....................................212 4.5. Generalisability of my Results .................................................................221 5. Barriers and Opportunities for Prolonged Employment 224 5.1. Determinants at Institutional Level ..........................................................227 V
5.2. Determinants at Establishment Level .......................................................231 5.3. Determinants at Individual Level .............................................................235 5.4. Conclusions ..............................................................................................237 References 239 Annex A: Interview Guidelines 262 Annex B: Short Firm Questionnaire 266 Annex C: Constructing Firm Typologies 268 Germany ..........................................................................................................268 Poland ..............................................................................................................269 Comparative Analysis......................................................................................269 VI
Page 1 and 2: Chances and Barriers for the Prolon
Page 3 and 4: Acknowledgments I would like to tha
Page 5: Table of Contents 1. Introduction 1
Page 9 and 10: List of Tables Table 1: Crucial pen
Page 11 and 12: LIST OF ABBREVIATIONS ATZ - Alterst
Page 13 and 14: older workers, and to preserve thei
Page 15 and 16: Germany and Poland were chosen as c
Page 17 and 18: under the factual minimum standards
Page 19 and 20: Figure 1: Firm-level decisions and
Page 21 and 22: Figure 2: Decisions and actions wit
Page 23 and 24: about by profit considerations in t
Page 25 and 26: concomitantly, the related opportun
Page 27 and 28: - retirement ages/age limits (Kohli
Page 29 and 30: In Poland, there exist no in-depth
Page 31 and 32: workers (´problem group´) and tre
Page 33 and 34: the view to structural factors and
Page 35 and 36: The authors sought to analyse wheth
Page 37 and 38: imposed in Germany, despite being b
Page 39 and 40: 2.4. Explanations at Collective Bar
Page 41 and 42: 2.5. Conclusions The depicted theor
Page 43 and 44: the development of qualitative meth
Page 45 and 46: concrete, context-based knowledge (
Page 47 and 48: I had originally intended to focus
Page 49 and 50: I chose the software MAXqda for thi
Page 51 and 52: strategy´, resp. ´muddling throug
Page 53 and 54: Figure 3: Country-specific analytic
Page 55 and 56: 3.2.1. Overview of Changes in Pensi
Page 57 and 58:
the early retirement scheme, and fi
Page 59 and 60:
pathway, the flexible and partial p
Page 61 and 62:
was utilised already since the late
Page 63 and 64:
3.2.2. Overview of Changes in Labou
Page 65 and 66:
criteria of what jobs are they are
Page 67 and 68:
With regard to the legal and collec
Page 69 and 70:
Figure 4: Inflows of men into the p
Page 71 and 72:
of the average retirement age by on
Page 73 and 74:
Figure 8: Employment rates of older
Page 75 and 76:
Institutional changes have also had
Page 77 and 78:
environment, prevention of health i
Page 79 and 80:
urdens of the workforce and suggest
Page 81 and 82:
ased on social insurance and their
Page 83 and 84:
Moreover, “pensions of persons wo
Page 85 and 86:
granted to unemployed women aged 58
Page 87 and 88:
not promote a prolongation of worki
Page 89 and 90:
education vouchers for workers 45+
Page 91 and 92:
force had a low work ethos, low wor
Page 93 and 94:
Figure 9: Annual numbers of recipie
Page 95 and 96:
pensioners decreased by 41 per cent
Page 97 and 98:
Figure 11: Employment rates of olde
Page 99 and 100:
preferred way of exit due to easy a
Page 101 and 102:
espective constituency and inhibits
Page 103 and 104:
Figure 12: Fulfilment of Stockholm
Page 105 and 106:
whom a separate pension system is m
Page 107 and 108:
conducive towards the prolongation
Page 109 and 110:
Due to the negligence in the field
Page 111 and 112:
The position of older workers on th
Page 113 and 114:
fact in Germany rather than in Pola
Page 115 and 116:
2) the supply-side orientated inter
Page 117 and 118:
Difficulties with recruitment of qu
Page 119 and 120:
learning to the needs of older pers
Page 121 and 122:
(Schmidt/Gatter 1997: 168), in Pola
Page 123 and 124:
4.2.1. Presentation of the Studied
Page 125 and 126:
Firm DE-14 Man. of Transport Equipm
Page 127 and 128:
opinions by adding that similar tra
Page 129 and 130:
Table 16: Focus of personnel policy
Page 131 and 132:
4.2.3. Recruitment Practice Good pr
Page 133 and 134:
egardless of their individual capab
Page 135 and 136:
“The movements within the firm -
Page 137 and 138:
epresentative or manager). However,
Page 139 and 140:
The interview guideline for my firm
Page 141 and 142:
tear. However, the externalisation
Page 143 and 144:
publicly owned firms (Firm DE-1, Fi
Page 145 and 146:
At aggregate level, the existence o
Page 147 and 148:
means for „exchanging the old for
Page 149 and 150:
Box 4: Good practice in employee ex
Page 151 and 152:
combination of the receipt of unemp
Page 153 and 154:
where workers cancelled the previou
Page 155 and 156:
and the agitation by the works coun
Page 157 and 158:
and on the other side, externalisat
Page 159 and 160:
severance payment in case of the 58
Page 161 and 162:
older workers, without further adju
Page 163 and 164:
ationalisation, and foster adaptive
Page 165 and 166:
with a health management professor
Page 167 and 168:
only limited impact (and interest)
Page 169 and 170:
those who cannot was reported by fi
Page 171 and 172:
I made out some forms of irrational
Page 173 and 174:
Another result of my studies, which
Page 175 and 176:
sections of this work. At aggregate
Page 177 and 178:
Table 20: Establishments studied in
Page 179 and 180:
4.3.2. Overall human resource manag
Page 181 and 182:
wages, jubilee awards, or a longer
Page 183 and 184:
dominate over measures which treat
Page 185 and 186:
education, computer literacy, knowl
Page 187 and 188:
the recruitment practice. In the ab
Page 189 and 190:
To sum up, applicants over 50 are t
Page 191 and 192:
training is provided for persons
Page 193 and 194:
Neither hypothesis 2A nor hypothesi
Page 195 and 196:
an occupational safety inspector. B
Page 197 and 198:
The internalisation strategy - job
Page 199 and 200:
supported with regard to the age of
Page 201 and 202:
firms have an even longer protectio
Page 203 and 204:
standard retirement age, the option
Page 205 and 206:
A striking feature in most firms is
Page 207 and 208:
A polarisation in exit preferences
Page 209 and 210:
espective improvements in several H
Page 211 and 212:
That analysis evidently demonstrate
Page 213 and 214:
Figure 13: Procedure of translating
Page 215 and 216:
policy, as they have experience on
Page 217 and 218:
each firm would be needed. From the
Page 219 and 220:
working conditions). Also instituti
Page 221 and 222:
of home country nationals in manage
Page 223 and 224:
European corporation which is very
Page 225 and 226:
Figure 14: Firm typology Firm label
Page 227 and 228:
The qualitative support for the hyp
Page 229 and 230:
eacted to pension reforms which sou
Page 231 and 232:
Germany are more successful in prot
Page 233 and 234:
older workers, but I nevertheless u
Page 235 and 236:
5. Barriers and Opportunities for P
Page 237 and 238:
At firm level, the neo-classical la
Page 239 and 240:
go policies´ (Schömann 2006: 135)
Page 241 and 242:
differences in EU impact are visibl
Page 243 and 244:
prevention does not play a role yet
Page 245 and 246:
from coal heating to gas and oil, r
Page 247 and 248:
innovative ideas of work-life balan
Page 249 and 250:
term orientated, personnel policy r
Page 251 and 252:
Badura, Bernhard; Schellschmidt, He
Page 253 and 254:
Brown, Halina Szejnwald; Angel, Dav
Page 255 and 256:
Dunn, Suzanne, 2005: “Effective S
Page 257 and 258:
Frerichs, Frerich; Bögel, Jan (eds
Page 259 and 260:
Heidenreich, Martin, 1991: "Verallg
Page 261 and 262:
Kistler, E.; Ebert, A.; Guggemos, P
Page 263 and 264:
Marstedt, Gerd et al., 2003: Alt we
Page 265 and 266:
etrieblicher Personalpolitik und st
Page 267 and 268:
Rustemeyer, Ruth, 1992: Praktisch-m
Page 269 and 270:
Stettes, Oliver, 2007: Impact of Co
Page 271 and 272:
Weitbrecht, Hansjörg, 2003: „Hum
Page 273 and 274:
Annex A: Interview Guidelines (Exam
Page 275 and 276:
early retirement scheme, freeze on
Page 277 and 278:
Annex B: Short Firm Questionnaire (
Page 279 and 280:
Annex C: Constructing Firm Typologi
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