The aim of this paper is to attract attention towards the changing demographic circum-stances in developed countries and the impact on the organizations due to the growing portion of elderly at work. It illustrates why companies need to adapt their business strategies to the aging workforce and how they can utilize this group better and longer. The main focus is on Germany as a representation for all other countries.
As a starting point the challenges that arise from the changing labor market situation are exposed. The necessary change of mind-set regarding older people in organiza-tions resulting from the aging workforce trend is discussed in the next part of the paper. Afterwards four selected activity fields, that influence the success of managing the aging workforce immensely, are elaborated together with proposals how to handle the different issues in the fields. In the following part of the paper a benchmark example from a successfully realized activity that helps to manage the aging workforce supports the need for organizations to react to the current labor market trend and present ideas on the real life implementation. This example is followed by the conclusion.
Inhaltsverzeichnis (Table of Contents)
- Managing the Aging Workforce
- List of Abbreviations
- Table of Figures
- Introduction
- Intention and Structure of the Paper
- Demographic Change and its Impact
- Challenges Arising from an Aging Workforce
- Competition in Hiring Qualified Personnel
- Pressure for Innovation and Globalization
- Increasing Costs
- Changing Perspective on Older Workers
- Prejudices and Discrimination of Older Employees
- Appreciation of the Problem and New Vision
- Activity Fields and Potential Problem Solutions
- Recruitment and Hiring
- Low Level of Employment of Older People
- Recruitment Behavior of Organizations
- Reorientation of the Recruitment Policies
- Training and Development
- Productivity and Learning Aptitude of Older Workers
- Adequate Training Programs
- Lifelong Learning and Employability
- Motivation
- Concepts of Motivation
- Motivation of Older Employees
- Work Environment and Health
- Work Place Design
- Work Schedule Design
- Workplace Health Promotion
- ING-DiBa: A Benchmark Example of Age Management
- Conclusion
- Appendix
- Bibliography
- Demographic change and its impact on the labor market
- Challenges of managing an aging workforce
- Changing perspectives on older workers in organizations
- Activity fields for managing an aging workforce (recruitment, training, motivation, work environment)
- Benchmark examples of successful age management strategies
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper aims to highlight the changing demographic landscape in developed countries and its impact on organizations due to the growing proportion of older workers. It explores why companies need to adapt their business strategies to accommodate an aging workforce and how they can effectively utilize this demographic group for a longer period. The paper focuses on Germany as a representative example for other countries. It examines the challenges arising from the changing labor market situation, discusses the necessary shift in mindset regarding older workers in organizations, and elaborates on four key activity fields that significantly influence the success of managing an aging workforce. The paper also presents a benchmark example of a successfully implemented strategy for managing an aging workforce, demonstrating the need for organizations to adapt to the current labor market trends and offering practical insights into real-life implementation.
Zusammenfassung der Kapitel (Chapter Summaries)
The introduction provides an overview of the paper's intention and structure, highlighting the demographic trends driving the aging workforce phenomenon. It emphasizes the need for organizations to adapt their strategies to effectively manage this demographic shift. The chapter also explores the demographic changes in Germany, using population pyramids to illustrate the increasing proportion of older individuals. The chapter concludes by discussing the implications of these demographic trends for the labor force, particularly the shrinking workforce and the growing proportion of older workers.
The second chapter delves into the challenges organizations face due to an aging workforce. It examines the competitive landscape for hiring qualified personnel, the pressure for innovation and globalization, and the increasing costs associated with an aging workforce. The chapter highlights the need for organizations to proactively address these challenges to ensure their long-term success.
The third chapter focuses on the changing perspectives on older workers in organizations. It explores the historical prejudices and discrimination faced by older employees and discusses the growing recognition of the value and contributions of older workers. The chapter emphasizes the need for organizations to embrace a more inclusive and age-neutral approach to workforce management.
The fourth chapter examines four key activity fields that significantly influence the success of managing an aging workforce: recruitment and hiring, training and development, motivation, and work environment and health. The chapter provides detailed insights into each field, highlighting the specific challenges and opportunities associated with an aging workforce. It also offers practical recommendations for organizations to effectively manage these areas.
The fifth chapter presents a benchmark example of a successfully implemented age management strategy at ING-DiBa, demonstrating the practical application of the principles discussed in the previous chapters. This chapter provides valuable insights into real-life implementation and showcases the positive outcomes of proactive age management.
Schlüsselwörter (Keywords)
The keywords and focus themes of the text include aging workforce, demographic change, labor market trends, recruitment and hiring, training and development, motivation, work environment, health, age management, and organizational strategies. The text explores the challenges and opportunities associated with an aging workforce, emphasizing the need for organizations to adapt their practices and strategies to effectively manage this demographic shift. The text also highlights the importance of changing perspectives on older workers, recognizing their value and contributions to the workforce. The paper provides practical insights and recommendations for organizations to successfully manage an aging workforce, ensuring their long-term success and competitiveness.
- Citar trabajo
- Marion Warmuth (Autor), 2008, Managing the Aging Workforce, Múnich, GRIN Verlag, https://www.grin.com/document/114278
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