"Les Autoroutes du Sud de la France" preserve the jobs of

"Les Autoroutes du Sud de la France"
preserve the jobs of older employees
Contexte
The enhanced competition results in business professionalisation and stre amlining requirements with ASF.
Année
2007
Facing the unavoidably raising retirement age, Les Autoroutes du Sud de la France has decided to take the
Catégorie
2. Droits de l'Homme
EQUAL (fighting against any form of exclusion in the labour world) which was adapted locally ("Compétences
Rubrique
Diversité, égalité des chances et lutte
contre les discriminations
Secteur
Transports
Taille de l'entreprise
Entreprise de plus de 500 salariés
Pays
France
extension of careers into account in its strategy. The organisation is involved in the
European scheme called
Quinqua").
Objectif(s)
What ASF wanted was not to introduce any specific management method for older employees, but to consider
the extension of careers in management policies and actions. 2 priorities were defined:
> Prevention of declining health or commitment for all employees
whatever their age, due to work
(communication campaigns, training sessions on "health & work", set up of an ergonomics unit in-house...)
> Preservation of the jobs of employees aged more than 55, in particular via the transmission of their experience,
through coaching and the identification of internal trainers...
Entreprise
AUTOROUTE DU SUD
Démarche
October 2002:
A work group was set up - diagnosis and analysis stage - and 7 actions were implemented in 2 pilot sites in 2004
Pays
France
(testing stage) and then extended to the whole company following testing feedback.
Actions implemented include the following:
www.asf.fr
> facilitating mobility for senior executives after 40 years of age by
Mise à jour le
Mardi, 24 Mai 2016
> adjusting educational modes and the content of training programmes, taking ageing into account,
making career assessments,
> studying the physiological impacts related to ageing as part of shift work planning
These actions are included in the HR policy (management planning of jobs and skills, negotiations...) and this
population receives special follow-up, in
particular through annual work meetings and career assessments
Contribution à la performance de l'entreprise
> Absenteeism has been significantly reduced.
> The function of everyone is better defined; training has encouraged versatility.
> The system of coaching by older employees has encouraged the
reduced the internal training
transmission of work experience and
budget.
Bénéfices sociaux, environnementaux et/ou de gouvernance
> Such consideration of longer careers in management policies and actions has enabled employees aged more
than 55 to receive better follow-up and have new mobility and development opportunities.
Cette oeuvre de Réseau Alliances est mise à
disposition selon les termes de la licence Creative