Training older workers and learners: Maximizing the performance of an aging workforce by James L. Moseley and Joan Conway Dessinger

2007 ◽  
Vol 46 (8) ◽  
pp. 37-40
Author(s):  
G. Joseph Vrazo
Keyword(s):  
Older Workers ◽  
Aging Workforce

Aging Workforce Issues from a Multilevel Approach

2017 ◽  
Author(s):  
Lale M. Yaldiz ◽  
Franco Fraccaroli ◽  
Donald M. Truxillo
Keyword(s):  
Older Workers ◽  
Baby Boom ◽  
Well Being ◽  
Social Environments ◽  
Industrialized Countries ◽  
Health Attitudes ◽  
Aging Workforce ◽  
Age Diversity ◽  
Personality Changes ◽  
Diversity Issues

The proportion of older people in the industrialized workforce is increasing owing to the aging of the baby-boom generation, improved health in industrialized countries, changing retirement laws, need for additional income by older workers, and entry of fewer younger people into the workforce in some countries. This “graying” trend of the workforce raises a number of issues such as the needs, motivation, job attitudes, and behaviors of older workers; how to manage age diversity issues at work; late career issues; and preparing the worker and the organization for retirement. Specifically, older worker issues as a research topic includes work-relevant changes taking place within individuals as they age (e.g., physical, cognitive, and personality changes); how older workers are affected by their physical and social environments; the sources of age stereotyping and discrimination and how to combat them; and how these factors affect outcomes such as older workers’ well-being, health, attitudes, motivation, performance, and desire to continue working.

scholarly journals Health and Safety Issues of Older Workers Surveyed in the Construction Industry

2013 ◽  
Vol 1 (2) ◽  
pp. 123-131
Author(s):  
Sang D Choi ◽  
Douglas Rosenthal ◽  
Sampson Hauser
Keyword(s):  
Construction Industry ◽  
Older Workers ◽  
Health And Safety ◽  
Wellness Programs ◽  
Aging Workforce ◽  
Safety Issues ◽  
Construction Firms ◽  
Age Related ◽  
Safety And Health ◽  
Health And Safety Issues

The study aimed to gain a better understanding of age-related construction worker’s health and safety issues and discuss practical solutions to improve safety and health of the older workers in the construction industry. A two-page survey questionnaire was developed and sent out to the safety managers, directors, or coordinators in the construction firms. The participants were employed in 27 companies that employed 12,452 employees and have been in business for an average of 75 years. All of the companies had a written safety program, but only 50% of the companies represented in the survey had the Health and Wellness programs. The findings suggested that the construction industry was in fact well aware of the worker health concerns that the aging construction workforce has been facing. The survey also revealed that there was an overwhelming agreement that older workers were still very valuable to the industry. The occupational ergonomic, health and safety professionals should pay more attend to develop creative and effective health/wellness programs that any size organization can use, with the ultimate goal being to have a sustainable and healthier aging workforce in the industry. The results of other findings are also discussed in detail.

scholarly journals INTEREST GROUP SESSION—AGING WORKFORCE: WORK AND PRODUCTIVE AGING: OPPORTUNITIES AND CHALLENGES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S374-S374
Author(s):  
Jim Emerman ◽  
Cal J Halvorsen ◽  
Jim Emerman
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Nonprofit Sector ◽  
Later Life ◽  
Productive Aging ◽  
Aging Workforce ◽  
Social Purpose ◽  
New Ways Of Working ◽  
Older Volunteers ◽  
Challenges And Opportunities

Abstract With much of the world experiencing population aging and a strong need—and desire—among many approaching later life to work longer than past norms, individuals and institutions are experimenting with new ways of working. Yet given the complexities of navigating the work environment in later life, including aspects of cumulative (dis)advantage that help or hinder one’s work prospects, the pull to socially impactful work in the nonprofit sector, and the day-to-day experience of such work in later life, outcomes from this work can vary. Consequently, this symposium will focus on the challenges and opportunities of working longer and their relevance to a productive aging model. The first paper will provide a framework for engaging in the conversation on productive engagement in later life. It will give particular consideration to older workers with lower levels of socioeconomic status in OECD countries. The second paper will discuss results from more than 1,400 surveys of fellows and organizational hosts that have participated in the Encore Fellowships Network, which matches mid- and late-career workers (typically corporate retirees) to non-profit organizations seeking their skills and experience. The third and final paper will reveal findings from an experience sampling methods study of two groups of older adults over the age of 60: founders or leaders of social purpose organizations, and older volunteers. We will conclude by facilitating a discussion on ideas for future scholarship on longer working lives, with particular emphasis on individuals with less advantage as well as those pursuing social purpose work.

The value of older library workers

2016 ◽  
Vol 29 (4) ◽  
pp. 226-229
Author(s):  
Michael A. Crumpton
Keyword(s):  
Older Workers ◽  
Design Methodology ◽  
Aging Workforce ◽  
Content Type

Purpose This paper aims to deal with recognizing and reacting to an aging workforce and understanding the value that older workers can still represent to an organization. Design/methodology/approach This article references field literature to support the points addressed. Findings Librarians and library workers have knowledge and experience that can provide value to both their organizations as they approach retirement and afterwards as retirees in a variety of ways. Originality/value This article represents the viewpoint of the author produced from his experiences and understandings.

Training strategies for an aging workforce

2009 ◽  
Vol 41 (6) ◽  
pp. 334-338 ◽  
Author(s):  
Sergio Koc‐Menard
Keyword(s):  
Older Workers ◽  
Job Seekers ◽  
Aging Workforce ◽  
Content Type ◽  
Older Employees ◽  
Learning Programs ◽  
European Foundation ◽  
Targeted Approach ◽  
Study Database

PurposeThe purpose of this paper is to explore how organizations might support older workers' learning.Design/methodology/approachThe paper highlights an incoming HR challenge (training older workers), conducts a review of corporate responses in Europe, and then identifies lessons. Examples are drawn from the case study database of the European Foundation for the Improvement of Living and Working Conditions.FindingsThe paper identifies four lessons. The first is to adopt a targeted approach, which involves both identifying older employees with key abilities and tailoring training products to their needs. The second lesson is to develop training initiatives that update job‐related skills and knowledge. The third is to complement skills update products with programs that expand the knowledge horizon of older employees. The fourth lesson is to integrate training into recruitment initiatives that target experienced job‐seekers.Originality/valueMany organisations are developing initiatives to tap into the older worker talent pool. Training is a critical component of strategies that seek to retain or attract experienced professionals. The paper provides practical advice that will help organizations to design and implement learning programs for older workers.

scholarly journals Policy Adjustment as a Mediator between Older Workers Retention and Ageing Workforce. A Context for Action in Asia

2020 ◽  
Vol 13 (Number 1) ◽  
pp. 57-78
Author(s):  
Solomon Ozemoyah Ugheoke ◽  
Ruksana Banu ◽  
Munir Shehu Mashi ◽  
Muhammad Latif Khan
Keyword(s):  
Labor Unions ◽  
Older Workers ◽  
Population Aging ◽  
Age Discrimination ◽  
Aging Workforce ◽  
Social Challenges ◽  
The Past ◽  
Retention Policy ◽  
Policy Adjustment ◽  
Hr Managers

Over the past decade, HR managers have been much concerned about the demographic changes and advised to take positive approaches to the management of organizations. These changes significantly cause population aging globally, resulting in economic and social challenges. This study aims to examine older workers’ retention, policy adjustment, and the aging workforce in Thailand. Purposive sampling was used to select a total of 520 respondents higher education institutions. We found that despite the call to retaining older workers, the majority of employers exhibit stereotypic attitudes, and finding it difficult to retain and attract older workers. Even though there have been initiatives toward discrimination legislation concerning older workers, however, policymakers should be proactive. Government should need to develop policies that would permit increased levels of older workers’ retention and create better competencies in achieving planned economic goals. Organizations need to adopt strategic approaches to age management and labor unions must show great commitment to the campaign against age discrimination.

scholarly journals Age Management: A New Paradigm In HRM Within Slovenian Enterprises

2011 ◽  
Vol 25 (3) ◽  
Author(s):  
Jana Znidarsic ◽  
Vlado Dimovski
Keyword(s):  
Older Workers ◽  
Management Practices ◽  
Developmental Process ◽  
Early Stage ◽  
Ageing Population ◽  
Aging Workforce ◽  
Flexible Work ◽  
New Paradigm ◽  
Flexible Work Options ◽  
The Future

<div class="page" title="Page 1"><div class="layoutArea"><div class="column"><p><span>In the recent years a demographic situation in European countries has been mostly characterized by a growing proportion of the older population </span><span>– </span><span>a trend that is expected to continue in the future. The implications of this trend are not only present on the macroeconomic level (pensions, later retirement, health problems, etc.) but are more and more approached by the companies due to the aging workforce. Companies are thus introducing new approaches, policies and instruments which are synthetically called age management to accommodate to the situation of the ageing workforce. Age management is </span><span>thus primarily the companies’ orientation and is proved by the previous research </span><span>that the essential drivers for the older workers staying active are found within the companies. </span></p><p><span>The aim of this paper is to highlight the development of age management within Slovenian companies where the practice of age management is still in its early stage. However, we expect that due to the ageing population and the shortages on the labor market one can expect that those practices will receive more and more attention in the future. Therefore, we reveal through the research of the 200 Slovenian companies the existing age management practices such as recruitment practices, training, remuneration, flexible work options, internal cultu</span><span>re, and even a companies’ external image. </span></p><p><span>We analyze the major problems and obstacles that seem to appear in developmental process of the age management implementation in Slovenian companies, and conclude with some recommendations for the future development of the age management. </span></p></div></div></div>

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