HORIZONTAL CAREER MANAGEMENT IN ELDERCARE ORGANISATIONS

In the course of demographic developments especially in the eldercare service sector it becomes more important to promote the employability of older employees and to increase attractivity of this occupational field for junior staff. Against this background the paper provides findings from a research project that aimed at the analysis of the nursing work system from a competence-related perspective as well as at the exemplary implementation of a competence-based and horizontal, cross-lifespan career planning. The identification of application fields for horizontal careers and the development of competence-based career paths is based on an analysis of framework conditions regarding labour organisation and skill requirements in eldercare organisations (literature review, workshops and expert interviews), a quantitative study of age- and occupation-specific competences and workloads (questionnaire, self-report and evaluation by third parties) and a qualitative survey of non-occupational competences (face-to-face interviews). Implementation of 19 individual competence-based career paths took place in selected eldercare organisations (home care and nursing homes alike). The quantitative competence-analysis showed that a longer job-tenure provides a better basis to seize a horizontal career and bring in experience knowledge. Furthermore, the process evaluation showed that older employees could reduce physical workloads and/or compensate for physical impairments. It is concluded that despite several risks and obstacles that are involved in implementing horizontal career paths in the eldercare secor, the advantages such as reductions in physical strains and mental stress prevail. Overall, horizontal careers for nursing personnel contribute to a better work motivation, commitment and flexibility.