Benefits and Challenges of Employing Older Workers

This report discusses the benefits and challenges of employing older workers in organizations. It highlights the leadership skills, experience, loyalty, and work ethic of older employees. It also addresses challenges such as absenteeism and attitude management. Recommendations for employing older workers include implementing health-related policies and considering their opinions and experience. The report concludes that hiring older workers can lead to success with proper management.

Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Benefits of employing older workers.....................................................................................3
Challenges of employing older employees............................................................................4
Recommendation for employing older workers.....................................................................6
CONCLUSION..........................................................................................................................7
REFERENCES...........................................................................................................................8
Books and journals.................................................................................................................8

INTRODUCTION
Human resources management is important part of the organisation as its various
function within the firm related to management of the employees so that firm can achieve its
goals and objectives. Human resources department deal with different aspects of individuals
which are related to their management and using them in an appropriate manner. There are
various kinds of functions which have to be performed by human resources management
within the organisation. One of these problems is management of older employees within the
organisation where we have to use both younger and older age people together so that
organisation can achieve its goals and objective the proper management of human resources.
Older is people are also required within the organisation for managing the experience because
they have a precious experience which will help the organisation in dealing with uncertain
situations. In this report discussion about benefits of employing older workers, different
challenges of employing older employees and recommendation for employing the older
worker is down the different case study of ASDA and MC Donald.
MAIN BODY
Benefits of employing older workers
From this case study of the ASDA and MC Donald it can be seen that there are
various benefit to the organisation for hiring the older employees within the form some of
these are mentioned below.
Older people have good leadership skills: Older worker within the organisation can
become a good leader within the form because they have strong communication skills than
the younger colleagues. According to research made by (Begley, Dunne and Maxwell, 2018),
Older worker remember a time when communication was not dominated by the email instant
managing texting and social media this become a point that they have advanced
communication and people skills where they believes in face-to-face communication is an
essential skill in the business world and their junior staff sometimes struggle with it. Top
management of these older people within the organisation bike as the help the firm in
increasing the benefits and they are now become a good mentor of different individuals who
are serving under them or with them. Older become a good leader within the organisation
because of effective leadership and communication skills.
Older people know about the desire: Older people in the organisation have been
working their entire lives and they are often not searching for the next opportunity like young
worker. Company invest countless man hours and financial resources into the searching
hiring in training and new employee only to find that many employees leave for greenery
pastures after few months as they are sent through their career path (Atkinson and Sandiford,
2016) . According to the case study of the as it seems that older worker tend to be more
interested in sustainability in compared to the young age worker so they will help
organisation for longer period of time as well as moon concerned about moving up the
corporate ladder so that organisation can achieve its objective.
MC DONALD’

Older employees have vast experience- Older people or employees have experience
in dealing ample with number of individuals. In relevance with McDonald, this helps them to
dealing with their customer in mature and efficient way. Moreover, hiring of old age people
also motivates unemployment young adults to work and consume the idle time. Also so as
they have experienced of life they easily handle and understand the customer’s preferences as
well as understand and solve their problem in most effectively.
Loyalty- Employees with old age are mostly satisfied with their current jobs and do
not switch to another job. This results in their level of loyalty towards organisation as well as
their work. In relation with McDonald, this helps them to assign important task or
assignments to older workers with clear understanding. Also so as the oldest people are loyal
they do not create any problem during the work or conflicts amongst the team members or
colleagues. This also helps and it is to promote the most loyal workers with higher
responsibilities and duties (Wong, 2019).
Work ethic- It has been also seen that most of the old age workers are ethical and
work according to the when used as well as believes which creates a positive environment
within the work culture. In context to McDonald, by hiring the older workers it becomes easy
for them to maintain and manage Goodwill of the brand and business environment. Ethics are
important in organisation as well as at workplace as the difference structure of entity and
their image. Most of the employees get attracted towards the ethical culture of entities and
given for a longer period of time. (Mamorsky, 2019).
Strong networks- As they have experience in your life old workers also have strong
networks in both professional and personal life. Companies hiring the gold workers can use
these strong networks for their benefit and advantages. In relevance with chosen entity, they
always keep themselves up to date which employees important and have a strong network in
the market which could be used by them for increasing the productivity and profitability
(Kyyrä, 2020).
Efficient and confident- Hiring of old workers for employees is also beneficial for
entity to solve the critical problems and implement strategies and tactics in appropriate way.
This is because old age workers are well efficient well organised and confident about their
work ok as well as duties which they fulfil in proper manner. Moreover, this helps enterprise
to use their resources and confidential information without any loss of fear or problem. With
the help of confident old age workers are able to handle the critical problems and also
generating ideas or solutions for the same.
Challenges of employing older employees
From the mentioned case study of ASDA and MC Donald there are various
challenges to within the organisation which can impact the organisation performance in a
long run. Some of these are mentioned below:
Absenteeism: It is a major challenge in front of the employer who employs the older
employees within the organisation for managing the talent. There is high rate of absenteeism
within older people this is because of their medical conditions (Banerjee and Blau, 2016).

Basic negatively on the organisation performance but it have to be the manager so that it can
manage the talent within the organisation. These challenges arise when the age of older
people cross 60. This makes them more prone to health check-up because of their decline
immunity by the age factor ( Oesch, 2020).
Management of attitude: According to the case study of ASDA it can be concluded
that it is also a challenge in front of the employ of the organisation who want to employ the
older employees and workforce within the farm for managing the talent between younger and
older people (O’Higgins, 2017). Employee have to deal with the attitude of the older people
because they are strict in nature and cannot be changed according to the changes in the
environment so it is responsibility of the employer to make them comfortable in their comfort
situations so that they can perform effectively and share their innovative ideas and experience
which will help the younger people in the organisation to grab the opportunity within the
market. Guidance is important for every organisation because they have the experience of
different factors which can improve the organisation negatively and they can easily solve
these factors because of their experience (Buengeler, Homan and Voelpel, 2016).
MC Donald
Talent shortage- The generation of older generation people workers with
qualifications have less talent and skills. So, hiring of those generation of old age workers
makes it difficult for entities to carry on their function in operations in proper manner.
Moreover, it took time to you get them understand me difficult challenges or task within the
management which also results in delay of work or deadline.
Bias- Another challenge is that old age workers are less motivated and slow and took
time to complete their work. This also results in bias from the young generation workers or
employees and which creates our conflicts within the organisation. In context with
McDonald, young employees deal in different ways with the old age workers (Gonäs, 2019).
Discomfort- Another challenge is that old workers and employees are discomfort in
accepting the new changes and technologies which make it difficult for entities to run their
systems and online data in improper way. Also training and developing the old age worker is
a time-consuming and cost expensive method. In context to chosen enterprise, they use
updated online management system to accept the order and connect with the customers which
shows that old age employees who have been hiring need to be adjustable and knows this use
of technology.
Performance change- Further comes the performance in which aging workforce are
slow and took time to adjust to the new business environment where as young generation in
reasoning and their performance level AT rapid scale. Performance issues need to decrease in
productivity and problems in work culture. Show the selected entity when hiring the old age
workers make ensure that they are well deserving and suitable for the job and responsibilities.

Recommendation for employing older workers
Employees are the integral part of the organisation and it is a duty of the human
resources management department to manage them according to their preference as well as
increase the chances of success within the organisation (Fox and Kaul, 2018) . From the case
study of ASDA it can be determined that it is possible to manage both older employees and
their employees within the organisation and can also lead to success. So there are some
recommendations which can be followed by the organisation by which it can lead to success
has always can easily manage the older and younger employees within the organisation.
 It is recommended to different organisations that they can manage a proper health-
related policy for managing the older employees in the firm so that they can remain
interested within the organisation for a longer period of time and can manage their
effectiveness. Organisations to increase chances of success as by providing health
care facilities that can be reduced within the organisation which will directly impact
on better performance and achievement of the goals in an effective manner
(Krajnáková and Vojtovic, 2017).
 It is also recommended to the organisation that for management of the attitude of
older people it can use different leadership policies where it can give the preference to
the opinion of these older employees because of their experience as well as their
attitude (Begley, Dunne and Maxwell, 2018). This will directly help them in
strengthening belief of older people within the manager and will directly improve the
behaviour of older people. because of this attitude manager can also promote a
healthy environment within the organisation so that all the problems related to
behaviour and attitude of older people can be solved by giving some responsibilities
and roles according to their experience and level of authority.
MC Donald
 It is also recommended that when employing older workers it is important to conduct
a proper research analysis about their background and professional career so that their
ability and skills are being analysed.
 It has been also recommended that MacDonald need to be active and implement new
policies and retirement plans towards ne old age employees and workers.
 Further recommendation is that the selected organisation should be responsible
towards health benefits and other plans regarding the aging workforce as it will
increase the moral of employees (Garcia, 2017).

CONCLUSION
After a brief analysis of above report it has been concluded that it is necessary to be
hire the old age workers with proper conditions and criteria’s so that they feel they are
assigned duties and responsibilities within a period of time. This report gives a brief
knowledge about challenges and benefits of hiring old-age workers and what changes are
need to be done while employing them. Therefore, with the help of proper market research
and understanding the concept of aging workforce it is easier to achieve the positive result.

REFERENCES
Books and journals
Bryson, 2019. Does Employing Older Workers Affect Workplace Performance?.
Wong, 2019. Real-world validation of the 2017 McDonald criteria for pediatric
MS. Neurology-Neuroimmunology Neuroinflammation, 6(2).
Pawar, A., 2018. A study on analysis of supportable employee engagement model in
McDonald. International Journal of Information, Business and Management, 10(1), pp.172-
181.
Gill, 2018. Using theory on authentic leadership to build a strong human resource
management system. Human Resource Management Review, 28(3), pp.304-318.
Atkinson, C. and Sandiford, P., 2016. An exploration of older worker flexible working
arrangements in smaller firms. Human Resource Management Journal, 26(1), pp.12-
28.
Banerjee, S. and Blau, D., 2016. Employment Trends by Age in the United States Why Are
Older Workers Different?. Journal of Human Resources, 51(1), pp.163-199.
Buengeler, C., Homan, A.C. and Voelpel, S.C., 2016. The challenge of being a young
manager: The effects of contingent reward and participative leadership on team‐level
turnover depend on leader age. Journal of Organizational Behavior, 37(8), pp.1224-
1245.
Fox, L. and Kaul, U., 2018. The evidence is in: How should youth employment programs in
low-income countries be designed?. The World Bank.
Fujimura., 2016. The challenge of keeping Japanese older people economically
active. Australian Journal of Social Issues, 51(2), pp.167-185.
Oesch, 2020. Discrimination in the hiring of older jobseekers: Combining a survey
experiment with a natural experiment in Switzerland. Research in Social
Stratification and Mobility, 65, p.100441.
Wong, 2019. Real-world validation of the 2017 McDonald criteria for pediatric
MS. Neurology-Neuroimmunology Neuroinflammation, 6(2).
Krajnáková, E. and Vojtovic, S., 2017. Struggles of older workers at the labour
market. Economics & Sociology, 10(1), p.319.
O’Higgins, N., 2017. Rising to the youth employment challenge. New evidence on key policy
issues. Geneve: International Labour Office.
Mamorsky, 2019.Employee benefits law: ERISA and beyond. Law Journal Press.

Kyyrä, 2020. Long-term effects of extended unemployment benefits for older
workers.Labour Economics,62, p.101777.
Gonäs, 2019. Age, period, and cohort effects for future employment, sickness absence, and
disability pension by occupational gender segregation: a population-based study of all
employed people in a country (> 3 million).Canadian Journal of Public
Health,110(5), pp.584-594.
Garcia, 2017. Hiring older workers: The case of Portugal.The Journal of the Economics of
Ageing,9, pp.71-77.
Thompson, 2018. Diagnosis of multiple sclerosis: 2017 revisions of the McDonald
criteria.The Lancet Neurology,17(2), pp.162-173.
Rego, 2017. Developing and validating an instrument for measuring managers’ attitudes
toward older workers.The International Journal of Human Resource
Management,28(13), pp.1866-1899.
Calzavara, 2020. Ageing workforce management in manufacturing systems: state of the art
and future research agenda.International Journal of Production Research,58(3),
pp.729-747.
Mojon, 2019. Can an ageing workforce explain low inflation?.
Stirpe, 2018. Retaining an ageing workforce: T he effects of high‐performance work systems
and flexible work programmes.Human Resource Management Journal,28(4), pp.585-
604.