Towards Age-Friendly Work in Europe: A Life-Course Perspective on Work and Ageing from EU Agencies

[Excerpt] The European population is ageing owing to decreasing birth rates and increasing longevity. Population ageing is associated with a decrease in the size and ageing of the workforce. The majority of the EU Member States have reacted to this development by, among other measures, increasing retirement ages and limiting early access to pensions. Nevertheless, a large percentage of workers in the EU do not stay in employment until the official retirement age. The reasons for this are diverse, and will be examined in more detail in this report. Policy-makers are faced with the challenge of addressing this demographic change and its implications for employment, working conditions, living standards and the sustainability of welfare states. The working conditions of older workers and their participation in the labour market are affected by various policy areas (see also Table 1). This report aims to outline various aspects of the working conditions of the ageing workforce and related policies

Mine Action 2020: Book of Papers

Book of papers that was to be presented at the 2020 Mine Action Symposium in Croatia. The Symposium canceled due to COVID-19

CONVERDS: The Collaborative Network for Vegetable Research and Development in the Southern Africa Region: Joint Project Proposal

Project proposal for a Collaborative Network for Vegetable Research and Development in the Southern Africa Region (CONVERDS). The proposal followed a decision by the CGIAR in May 1989 to commence internationalizing vegetable research in sub-Saharan Africa. The CGIAR Secretariat organized a project identification mission carried out by AVRDC, ISNAR, and the Southern African Center for Cooperation in Agricultural Research (SACCAR). The proposal was the subject of a regional workshop in Arusha, Tanzania in July 1990. Details of the workshop are contained in Annex I. The document details the network's mandate, objectives, and governance and management structure, as well as functions, priorities, and expected outputs.Agenda document, TAC 53

The Effect of Training and Development Program and Work Characteristics on Employees Performance in Ministry of Religion Office in South Minahasa District

Employees are the big asset of organization. Employee Performance has big effect to organizaional performance.The role of agencies that includes all activities undertaken are always aiming to achieve maximum results with available resources, requiring the role of human resources that exist in the institution concerned. Human resources have a very big role because human activities in these institutions so as to make the company has the ability to achieve its objectives. Agencies also need to provide guidance as well as serious attention and sincerely to humans, so there is a balance between the two and the workers will feel used his ability as a worker. Training and Job Characteristic have significant influence on employee performance. leader in Ministry of Religious Affair Office of Christian in South Minahasa Regency should pay attention to Training and Job Characteristic have significant influence on employee performance. Keywords: training, job characteristic, employee performanc

Analyzing the Influence of Training and Development on Organizational Performance at PT. Bank Tabungan Negara (Persero) Tbk Manado

Nowadays human resource is a crucial things, so that many company implement training and development for their employees to face the competition. The objectives of this research are to analyze the influence of Training and Development on Organizational Performance at PT. Bank Tabungan Negara (Persero) Tbk, Manado. This is a quantitative research that associative with multiple linear regression analysis technique. The population in this study is the employees at PT. Bank Tabungan Negara (Persero) Tbk, Manado and the respondents are 30 peoples. This study may imply that the contribution of Training Design, On the Job Training, and Delivery Style on Organizational Performance of 86% while the remaining 14% is affected by other variables not examined in this study. For PT. Bank Tabungan Negara (Persero) Tbk, Manado in the managerial role should care about the Influence of Training and Development on Organizational Performance so that through this research the company can get more information about the fact which happens and company may improve the human resource practice especially in training and development. Keywords: training and development, organizational performanc

Education for sustainable development in Malta

This paper is a 2004 revised version of the case study prepared for the 2003 Expert Meeting on Capacity Development for Sustainable Development in SIDS: Building Partnerships for Sustainable development through Education, Public Awareness and Training.This paper is intended to make a case for mainstreaming Education for Sustainable Development (ESD) in school and University curricula in Malta. It identifies gaps in ESD and proposes a plan of action to put ESD on a strong footing in Malta.peer-reviewe

Improving the professional knowledge base for education: Using knowledge management (KM) and Web 2.0 tools

Improving education systems is an elusive goal. Despite considerable investment, international studies such as the OECD Teaching and Learning International Survey (TALIS) project and the McKinsey Report How the world’s best performing schools come out on top indicate that improving teacher quality is more important than increased financial investment. Both reports challenge governments, academics and practitioners to adopt new ways of sharing and building knowledge. This paper makes the case for national education systems to adopt tried and tested knowledge management and web 2.0 tools used by other sectors and highlights the neglected potential of teacher educators as agents for improvement

Ethical Development and Diversity Training for Educational Leaders

In the 21st century schools must meet the challenges of current and anticipated increases in racial and ethnic student populations. In turn, school principals must be prepared to lead diverse student populations to high levels of achievement. To facilitate adequate leadership preparation, therefore, the diversity training of educational leaders in given settings must be reworked so that the achievement gap between non-white and white students can be closed. Furthermore, restructuring of principal training is best accomplished through consensus within the profession, based on the tenets of the democratic values of respect, acceptance, and appreciation of diversity. The purpose of this paper is to add to the body of knowledge in educational leadership degree and certification programs in regard to diversity standards and social justice relevance. This paper provides an overview of a social justice agenda that includes five key elements. The first is a discussion of the term diversity and American demography. The second element is a summary of the sociopolitical context of social justice. The third element is an examination of multicultural education. The fourth element is an overview of educational administration programs. The last element is a review of the moral and ethical leadership standards for educational administrators