Gestión del Talento

The application for this "Talent Management" project was motivated by the need to address the problems of the active population over 45 years of age, who face difficulties in adapting to the new demands of the labour market, which requires specific skills and competencies to ensure their employment stability. A risk of socio-labour exclusion has been identified for this group, which is aggravated by the ageing population in Europe, and in particular in the participating countries: Spain, Turkey and Poland. The project aims to provide companies with tools to manage and retain the talent of workers over 45 years of age, thus favouring their inclusion in the labour market and social cohesion. Moreover, talent management is considered a key factor for business success, especially in a context marked by accelerated changes in working practices. The focus of the project has been to provide the participating organisations with new knowledge and perspectives on talent management, strengthening their capacities and meeting the needs of the target group taking into account their specific circumstances.

Talent Management aims to develop training materials so that the over 45s can acquire the necessary skills to enable them to exploit their skills and competencies, thus strengthening their position in the labour market. The aim is, on the one hand, to promote the development of the talent of this group, improving the skills and competencies most in demand in today's companies, and on the other hand, to make companies aware of the need for their integration by overcoming the age barrier, so that the over 45s continue to be an active part of the companies. The specific objectives are: -To raise awareness in companies of the importance of managing talent, in particular, that which comes from the experience of the over 45s. -To develop training materials aimed at companies, trainers and HR professionals, which create itineraries to improve the professional skills of the over 45s, according to the new demands of companies, such as digital, communication or language skills. -Promote the social and labour inclusion of people over 45 years of age. Prevent their exclusion from a labour market that is advancing very fast and constantly requires the acquisition of new skills.

- Creation of the "Talent Management Guide: Training recommendations for the 45+": This essential tool has been designed to provide companies, trainers and HR professionals with concrete guidelines on how to improve labour market inclusion and tap the potential of senior talent. The guide includes practical recommendations based on the real needs of the market and the skills that companies are currently demanding. - Training course: We developed and implemented a course specifically aimed at companies, trainers and HR professionals. The aim of this course was to train participants in the effective use of the materials and strategies proposed in the above-mentioned guide, in order to improve the management of senior talent in their respective work environments. - Dissemination activities: The project has been widely disseminated at local, national and European level to ensure its visibility and to share the results and knowledge gained. - Transnational meeting: A meeting was organised with the project partners to ensure effective collaboration and to align the project activities with the project objectives.

- We have developed training materials focused on the training of trainers and human resources professionals. These materials include a talent management guide, which presents training recommendations tailored to the needs and experience of workers over 45. - A training course has been implemented with the aim of providing trainers and HR professionals with the competencies and tools necessary to develop itineraries for improving and updating professional skills. - From a social and employment impact perspective, the project has promoted the inclusion of individuals over 45 in the labour market, helping to prevent their exclusion. We have worked to ensure that this group not only remains active in their field of work, but also has the opportunity to improve and adapt their skills to new demands. - Raising awareness of the importance of valuing and managing existing talent has been a crucial element. We have focused efforts on making companies aware of the relevance of integrating people over 45 and taking advantage of the knowledge and experience they bring.