GOA Infra Group is a human resource management company in the Netherlands that focuses on training and education for civil engineering companies. It consists of 49 member companies. The group aims to make use of older, skilled workers and help them stay employed. It has several programs to do this, including recruiting and training mentors from older employees to help train other workers. The mentors receive education on skills like communication, feedback, and maintaining their own competences. They then work with other employees through on-the-job training and knowledge sharing to transfer their expertise. GOA Infra also created a competence center to catalog skills of older workers and match them with training and employment needs within member companies.

1. A HUMAN RECOURSE MANAGEMENT COMPANY FOR THE CIVIL-ENGINEERING IN THE NORTHERN PART OF THE NETHERLANDS

2. GOA INFRA GROUP Founded in 1985 by building and civil engineering companies Working together on the field of training and education GOA Infra consists 49 member companies

4. Age -aware labour policy The benefits of skilled older workers

6. Project components: Recruitment and selection Development skills mentor Mentor in practice Competence centre elder employees International

8. Recruitment and selection

9. Educationprograms Increase skills mentor Establish knowledge cards Shortage of education: give futher training Implementing CDP’s (Company Development Plans) Establishing PDP’s (Personal Development Plans)

10. Physical and mental condition Competences Workstructure Working conditions Values and principles Individually / commercial Optimum work capacity

11. Skills of a mentor (1) A good mentor: Is a skilled, established employee Understands the organization and its culture Understands the aims of the mentee employment programs Is available and willing to spend time with the mentee, giving appropriate guidance and feedback; Enjoys helping others

12. Skills of a mentor (2) Is open-minded Is flexible, empathetic, and encouraging Has very good communications skills Stimulates the mentee’s thinking and reflection

13. Educationprogram mentor Phase 1: Communication and interview techniques Set up coachingprofiles Set up PDP’s (Personal Development Plans) Phase 2: Perform conversations Feedback

14. Education program (practice aimed) Maintaining competences Task changes Action learning Using SAC’s

15. Educationprograms Increase skills mentor Establish knowledge cards Shortage of education: give futher training Implementing CDP’s (Company Development Plans) Establishing PDP’s (Personal Development Plans)

17. Competence centre elderly Set down competences by function Education requirements by competence Experience by company by function Exchanging knowledge and experience Supply and demand to employees Supply and demand to employers

18. Candidates oparative within companies Education program Selection candidates Mentor / reflection Employee brings knowledge into the company Employees educate employees Education“ next to the job” Developm. knowledge cards Developm. SAC Developm. Quick scan Development knowledgecentre: Knowledgegate Setting up Rapid-force team for development quick-scans Matching office for employees and employers Database with competences seniors Setting up Seniorhome Companies Seniors SAC = Self Acquired Competences