Employing Older Workers in Contemporary Organisations

Employing Older Workers in
Contemporary Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
REFRENCES...................................................................................................................................6

INTRODUCTION
We live in a dynamic world. A world where humans control the demand and supply of
resources. The challenge to this is posed by nature or more specifically the phases of life. Ageing
is a natural phenomenon that is a big challenge to humans and this extends to organisations
managed by humans. Staffing and recruitment are not the only facets one needs to dedicate HR
practices too (Axelrad, 2020). Basically, this is designed with aim for enhancement for
maximisation of performance of employees is rendering them with adequate direction along with
guidance for attainment of strategic objectives. This is also utilised for employing older
employees that will aid within minimisation of turnover rate and this will also lead to enhance
overall performance. Therefore, it is crucial for management of organisation to emphasise on
managing employees within working activities that will aid within development of affirmative
performance in the working premises. There are growing issues like change in demographics
which require peculiar interest from HR managers. Here, we look at a few challenges and some
practices employed in different fields. The idea is to understand the reality and practical
application of HR management to demographic changes.
MAIN BODY
Older workers in the workforce have always been looked at with bias in comparison to the
young and dynamic workforce. This division assumes a some sort of incapability in the working
style based on growing age. Today’s reality though, has challenged these biases and we see
corporates like Diamler employing leading the change by exhibiting the difference in age and
temperament. 1
Similar trends have been noticed all across Europe. In England, as we study , it is of key
importance to highlight the good practices undertaken in different sectors. Phased Retirement has
been one of the most important practice employed across all sectors but this one factor is very
crucial for the Construction sector.
Construction sector has its own peculiar structure and demands. It entails a lot of physical
work and demands absolute precision at all times. The expertise levels both with hand – eye
coordination and care are paramount. Employment demands in such a heavy sector feature young
professionals but this industry can cause heavy redundancy leaving a lot of potentially ageing
workers astray.
1