|
US$914.00 · In stock
Delivery: <= 7 days. True-PDF full-copy in English will be manually translated and delivered via email.
GB/T 45154-2024: Ageing societies - General requirements and guidelines for an age-inclusive workforce
Status: Valid
| Standard ID | Contents [version] | USD | STEP2 | [PDF] delivered in | Standard Title (Description) | Status | PDF |
| GB/T 45154-2024 | English | 914 |
Add to Cart
|
7 days [Need to translate]
|
Ageing societies - General requirements and guidelines for an age-inclusive workforce
| Valid |
GB/T 45154-2024
|
PDF similar to GB/T 45154-2024
Basic data | Standard ID | GB/T 45154-2024 (GB/T45154-2024) | | Description (Translated English) | Ageing societies - General requirements and guidelines for an age-inclusive workforce | | Sector / Industry | National Standard (Recommended) | | Classification of Chinese Standard | A12 | | Classification of International Standard | 03.100.30 | | Word Count Estimation | 46,449 | | Date of Issue | 2024-12-31 | | Date of Implementation | 2024-12-31 | | Issuing agency(ies) | State Administration for Market Regulation, China National Standardization Administration | GB/T 45154-2024: Ageing societies - General requirements and guidelines for an age-inclusive workforce
---This is a DRAFT version for illustration, not a final translation. Full copy of true-PDF in English version (including equations, symbols, images, flow-chart, tables, and figures etc.) will be manually/carefully translated upon your order.
ICS 03.100.30
CCSA12
National Standard of the People's Republic of China
Ageing Society Age-Inclusive Workforce Universal
Requirements and Guidelines
(ISO 25550.2022, IDT)
Released on 2024-12-31
Implementation on 2024-12-31
State Administration for Market Regulation
The National Standardization Administration issued
Table of Contents
Preface V
Introduction VII
1 Scope 1
2 Normative references 1
3 Terms and Definitions 1
4 Guiding Principles 3
5 Leadership and age-inclusive organizational culture 4
5.1 Age-inclusive governance and leadership 4
5.2 Age-inclusive organizational culture 5
5.3 Workplace Communication 5
5.4 Equal opportunities and anti-age discrimination 6
5.5 Positive impressions of age 6
5.6 Recognition of older workers 7
6 Workforce Planning, Recruitment/Outplacement and Work Scheduling 7
6.1 Workforce Planning 7
6.2 Recruitment and re-employment of older workers 8
6.3 Work Scheduling 8
7 Job Design 8
7.1 Worker Capabilities. Response to Individual Characteristics 8
7.2 Flexible Employment 9
8 Health and Well-being10
8.1 Workplace Health Management10
8.2 Workplace Health 10
8.3 Workplace Mental Health and Social Health 11
8.4 Cognitive barriers in the workplace 12
8.5 Workplace health promotion12
8.6 Occupational Health and Safety 13
8.7 Risk Assessment Plan 13
8.8 Ergonomic workplace design 14
9 Career Development14
9.1 Overview 14
9.2 Continuing Career Planning 14
9.3 Training and career development solutions 15
9.4 Career ladder, job adjustment and career break 16
10 Knowledge Management and Intergenerational Collaboration16
10.1 Knowledge Management 16
10.2 Intergenerational cooperation 16
11 Digitalization and innovation in the workplace17
11.1 Digitalization of the workplace17
11.2 Co-creation 18
12 Succession Planning18
12.1 Overview 18
12.2 Requirement 18
12.3 Recommendation 18
13 Retirement Transition19
13.1 Transition Planning 19
13.2 Retirement Transition and Personalized Solutions 19
13.3 Retirement preparation guidance 19
14 Continue working 20
14.1 Overview 20
14.2 Keep working, be inclusive and stay connected20
14.3 Personalized Job Selection 20
15 The Value of the Aging Workforce Ecosystem to Organizations21
15.1 Overview 21
15.2 Older workers21
15.3 Community Groups 21
15.4 Older entrepreneurs, freelancers, and micro-enterprises22
16 Financial Literacy Planning, Benefits and Rewards 23
16.1 Financial Literacy 23
16.2 Benefits and Rewards 23
17 Continuous Improvement --- Assessment Tools 23
17.1 Overview 23
17.2 Guidelines 23
Appendix A (Informative) Concept and Impact of Aging 25
A.1 Concept 25
A.2 Impact 25
A.3 Main findings26
Appendix B (Informative) Personal Career Continuing Development Plan 27
Appendix C (Informative) Assessment Tools for an Age-Inclusive Workforce 28
C.1 Overview 28
C.2 Obtaining feedback from workers through qualitative and quantitative methods28
C.3 Self-assessment/audit/checklist 28
C.4 Implementation of Recommendation 29
C.5 Evaluation indicators 29
Appendix D (Informative) Examples of indicators used to judge the effectiveness of implementation 30
D.1 Overview 30
D.2 Specific areas and indicators for an age-inclusive workforce30
Appendix E (Informative) Recommendations and solutions for small and medium-sized organizations 33
E.1 Overview 33
E.2 Recommendations for SMEs33
Appendix F (Informative) Summary of Required Resources 34
Reference 36
Foreword
This document is in accordance with the provisions of GB/T 1.1-2020 "Guidelines for standardization work Part 1.Structure and drafting rules for standardization documents"
Drafting.
This document is equivalent to ISO 25550.2022 "Generic requirements and guidelines for an age-inclusive workforce in an ageing society".
The following minimal editorial changes were made to this document.
---Change "Note 1" in 3.5, 3.17 and 3.20 to "Note".
--- Delete 5.1.3b), 5.4.2b), 5.5.2b), 6.2.3c), 7.1.2d), 7.2.2d), 8.3.2f), 8.4.2e), 8.6.2, 9.2.2e),
Examples in 10.2.1, 15.2, 15.3.2c), 16.1.2a), and 16.2.2.
---Recognize and understand older workers; ---Value the current work performance and overall productivity of older workers in 5.6.2b)
--- Take the advice of older workers into account; --- Recognize individual abilities; --- Consider not retiring and/or returning to work after the age of retirement
to “● recognize and understand older workers; ● value their current work performance and overall productivity”
● Taking into account the advice and opinions of older workers; ● Recognizing individual abilities; ● Considering over-age retirement and/or re-employment
possibility".
---Change the following in 6.1.3d). "---Regularly analyze the skill differences of workers of different age groups;---Regularly analyze the skill differences of workers of different age groups
The situation of workers taking up key positions;---regularly comparing the above analysis results with workers' retirement and skill improvement intentions" was changed to
“● Regularly analyze the skill differences of workers of different age groups;● Regularly analyze the
● Regularly compare the above analysis results with workers’ retirement and skill improvement intentions.
---Change "---Adjust rest time;---Handle personal affairs;---Choose paid or unpaid leave" in 7.2.2b) to
“● Adjust break time;● Handle personal matters;● Choose paid or unpaid leave”.
--- Change the following in 7.2.2c). "--- Workplace; --- Team or independent work; --- Contract type; --- Autonomy; --- Job title
Changes in responsibilities;---career breaks;---shift work;---working hours;---adjusting workplace roles, tasks and workload"
=● Work location;● Team or independent work;● Contract type;● Autonomy;● Change of responsibilities;● Career break
● Adjustments; ● Rotational shifts; ● Working hours; ● Adjustments to workplace roles, tasks and workload”.
--- Delete "Example 1" in 8.2.2b) and replace "Example 2" in 8.2.2e) with "Example".
--- Change the following in 8.2.2f) to “--- working equipment, including personal protective equipment; --- working environment; --- working hours; --- task requirements
Intensity; --- shift arrangement" was changed to "● work equipment, including personal protective equipment; ● work environment; ● working hours;
● Intensity of task requirements;● Shift arrangements”.
--- Delete the "Note" in 9.4.2d).
--- Change "--- enter into alternative contracts, such as consulting and mentoring contracts; --- provide flexible working hours arrangements" in 14.3.2f)
to "● enter into alternative contracts, such as consulting or mentoring work contracts; ● provide
Flexible work schedules, usually with hours less than full-time hours.
---Use the "--- in 17.2d) to compare the audit results of development and trend over a period of time; --- the implementation of preventive and corrective measures;
Implementation status; --- Follow-up actions of previously completed assessment activities. --- Suggestions for improvement; --- "resources required" is changed to "●
● Audit results comparing developments and trends over a period of time; ● Implementation of preventive and corrective actions; ●
Follow-up actions of the evaluation activities; ● Suggestions for improvement; ● Required resources”.
Please note that some of the contents of this document may involve patents. The issuing organization of this document does not assume the responsibility for identifying patents.
This document is proposed and coordinated by the National Service Standardization Technical Committee (SAC/TC264).
This document was drafted by. China National Institute of Standardization, Zhejiang University City College, Suzhou Wuzhong District Guorun Smart Elderly Care Standards Research Institute, Shanghai
Jiaotong University, China University of Metrology, Huzhou Renyu Social Innovation and Development Center, Hubei Institute of Standardization and Quality, Panzhihua University,
Qihe Minsheng Social Care Service Center.
The main drafters of this document are. Hou Fei, Zheng Juaner, Wang Nana, Fu Qiang, Chen Meng, Wang Qi, Xu Kexi, Bao Haijun, Du Jiayi, Liu Jiequn,
Song Dongjin, Dai Linong, Dai Zhixi, Diao Zipeng, Ding Fan, Zang Peifeng, Deng Xiyan, Xiong Wei, Cao Jingjian, He Miaomiao, Shi Weifu, Feng Qi, Yin Qian.
Introduction
0.1 Aging workforce
Aging is inevitable, and age is a continuum. Today’s young workforce will become an older workforce in the future.
Growing the workforce and creating meaningful, multi-stage, multi-dimensional careers is the key to promoting the development of individuals, organizations, and communities of different generations.
Important ways and opportunities to work.
Some leading organizations are exploring the potential of older workers by expanding career models, innovating career paths, and tailoring jobs.
This will not only motivate the older workforce, enhance the social reputation and brand image of the organization, but also create a more balanced work environment.
The environment helps workers of different generations share experiences and promotes intergenerational harmony.
Implementing the requirements and guidance in this document will help build a strong multi-generational workforce and minimize the risk of age discrimination.
The requirements and guidance in this document will help organizations build an age-inclusive workforce, improve productivity and competitiveness.
For organizations, the benefits of older workers include, but are not limited to.
---Reduce absenteeism, burnout, turnover, recruitment costs, and work-related injuries;
--- Promote innovation, reduce friction, and improve worker engagement, enthusiasm, retention and productivity;
---It is easier to integrate new and old skills, which helps to improve the productivity and innovation of the organization;
--- Reap the benefits of investments in skills and health that will also be used to develop an age-inclusive workforce;
--- Solve the labor shortage problem;
---Optimize the organization’s brand image.
0.2 Implementation of this document
The LLWI is the initial starting point for this document. The index consists of nine aspects, including organizational culture, age-inclusiveness,
leadership, job design, health management, personal development, knowledge management, retirement transition, continued employment options, health and retirement insurance, etc.
Body practice.
This document provides common requirements and guidance to support the implementation of age-inclusive workforce practices and contribute to the achievement of the United Nations 2030 Agenda.
The Sustainable Development Goals (SDGs) include but are not limited to SDG3 “Good health and well-being”, SDG4 “Quality education”, SDG5 “Gender equality” and
SDG8 “Decent Work and Economic Growth”, SDG9 “Industry, Innovation and Infrastructure” and SDG10 “Reduced Inequality”.
The COVID-19 pandemic has highlighted new issues facing the older workforce in recent years, which have already been discussed in ISO /PAS45005.
Age-inclusive workforce is inherently a complex and multidisciplinary issue that involves many stakeholders and institutions.
This is related to, for example, ISO 30415, ISO /T R30406.
This document can be used in conjunction with management systems, human resources systems, occupational health and safety systems, diversity and inclusion systems, social responsibility systems, etc.
Appendix F provides a summary for users of this document.
Related core issues and corresponding content.
0.3 Roadmap
Figure 1 shows the structure of this document.
Figure 1 Roadmap for implementing guidelines and requirements for an age-inclusive workforce
Ageing Society Age-Inclusive Workforce Universal
Requirements and Guidelines
1 Scope
This document provides requirements and guidance for achieving an age-inclusive workforce, providing opportunities for organizations, workers, communities, and other stakeholders to increase
This document helps organizations and other stakeholders develop, utilize, maintain and support an age-inclusive workforce and
Increased productivity among older workers working inside and outside.
This document is applicable to organizations of different types and sizes, as well as to all types of relationships between organizations and workers and all types of employment forms.
While organizations need to be inclusive of workers of all ages, the requirements and guidance in this document focus specifically on older workers.
NOTE. This does not mean that young workers are not given attention. Organizations apply this document flexibly to their specific tasks and contexts.
2 Normative references
This document has no normative references.
3 Terms and definitions
The following terms and definitions apply to this document.
3.1
Aging society
A population structure in which the elderly population accounts for a certain proportion or more of the total population.
3.2
accessibility
People with the broadest range of needs, characteristics, and abilities use products, systems, services, environments, and facilities in defined usage scenarios to achieve certain goals.
The degree of goal setting.
[Source. ISO 9241-112.2017, 3.15, modified]
3.3
Worker
A person who performs work or related activities under the intervention of an organization.
Note 1.In different forms of employment, workers perform various work or related activities for pay or unpay, such as regular or temporary, intermittent or seasonal.
occasional or part-time, etc.
Note 2.Includes top management, management personnel and non-management personnel.
Note 3.In specific situations, the work or related activities that are subject to organizational intervention are carried out by workers employed by the organization, workers of external suppliers, contractors, individuals, external
It is implemented by dispatched staff and other personnel whose work or related activities are subject to a certain degree of organizational intervention.
[Source. GB/T 45001-2020, 3.3]
3.4
Workforce
An individual who provides services or labor for the performance of a business or organization.
[Source. ISO 30400.2016,10.1]
Tips & Frequently Asked Questions:Question 1: How long will the true-PDF of GB/T 45154-2024_English be delivered?Answer: Upon your order, we will start to translate GB/T 45154-2024_English as soon as possible, and keep you informed of the progress. The lead time is typically 4 ~ 7 working days. The lengthier the document the longer the lead time. Question 2: Can I share the purchased PDF of GB/T 45154-2024_English with my colleagues?Answer: Yes. The purchased PDF of GB/T 45154-2024_English will be deemed to be sold to your employer/organization who actually pays for it, including your colleagues and your employer's intranet. Question 3: Does the price include tax/VAT?Answer: Yes. Our tax invoice, downloaded/delivered in 9 seconds, includes all tax/VAT and complies with 100+ countries' tax regulations (tax exempted in 100+ countries) -- See Avoidance of Double Taxation Agreements (DTAs): List of DTAs signed between Singapore and 100+ countriesQuestion 4: Do you accept my currency other than USD?Answer: Yes. If you need your currency to be printed on the invoice, please write an email to [email protected]. In 2 working-hours, we will create a special link for you to pay in any currencies. Otherwise, follow the normal steps: Add to Cart -- Checkout -- Select your currency to pay.
|