Challenges and Benefits of Age Diverse Workforce in Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Introduction
In the changing environment scenario and as per the demands of the changing
community, the organizations need to employ an age diverse workforce who enables the
organization to reflect the demands and desires of the present society. In order to maintain a
competitive edge in the legal profession and for the clients for whom the organization represents.
There are various considerable benefits and challenges in utilizing the qualified elderly workers
in the workforce. The managers of the organization face a huge challenge having a diverse
workforce in the organization. Age diversity in the organization implies acceptance of all age
groups in the workforce. The upper management of the organization needs to put together a task
force which would help to identify the trend s and solutions that are required in the organization
to make the merger successful in the organization. The employees of the organization faces
various problems and issues as the workforce is age diversified. The issues that can be faced by
the organization includes the age discrimination, increased levels of disability, various health
care cost are described in the essay. According to the Government Accountability Office report,
the number of aged workers that is above the age of 55 is projected to increase in the next 20
years (Bayl‐Smith and Griffin 2014).. The essay identifies the human resource management
challenges and potential benefits of the organization that an age diverse workforce creates. It
describes the HR practices that may be adopted in order to manage the age diverse workforce. It
describes the ways in which the organization can meet the needs of the multigenerational
employees.

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Discussion
According to Boehm and Dwertmann (2015), the multi-generational workforce in the
organization can create various diverse challenges, benefits and rewards for the organization.
Having an age diverse and having five generations working side and side in the workforce of an
organization is a common phenomenon. Having age diversified workforce in an organization
helps to bring its own perspective in the organization, however, it was mentioned by Boehm and
Kunze (2015), it is influences by various factors which includes communication and other
leadership styles in the workforce of an organization. It also includes the techniques and methods
used by the employer and the human resource managers to mange and handle the arising
conflicts .and meet the expectation of the diversified age group employees. The age differences
in the workforce can present various positive opportunities for the development at every end of
the spectrum. The employees entering within the organization needs to posses’ great level of
drive, experience, talent and ambition which further helps the organization to bring innovation
and new ways of doing the work in the workplace of an organization (Grzybowski 2015). The
aged or the elderly employees in the organization are more experienced and they can leverage
their highly extensive knowledge base and they have a broad perspective which helps to assist
and understand the cost and risks that are associated with the new ideas and creativity in the
organization.
As per WHITE (2016), the Australian retirement age will rise to 67 years by the year
2023. The change implies that the managers of the Australian organizations needs to find new
and innovative ways to ensure that the right employees must be fit in the workplace between the
baby boomer generation to generation Z. many of the places in Australia including Melbourne is

3HUMAN RESOURCE MANAGEMENT
already grappling with the changing age diversity in the workplace. By the year 2023, many of
the older Australians will be left with no choice than to put off the retirement. The current age
pension eligibility age are 65.5 will tend to rise by six months in every two years, which will
reach to 67 years. The new policy in the Australian workplaces would see up to five generations
working side by side in one business organization. This implies that the work place of the
organization will co-exist with diversified age group employees having different skills sets,
values, talent, attitude and experience in the workplace. According to Wightman and Danziger
(2014), the employees who are born up the year 1945 are highly characterized with stability,
loyalty and are considered to be hard working in nature. The baby boomers are considered to be
highly collaborative and have a grateful nature towards their job. The generation X that is born
between the year 1965-1976 as considered to be more individualistic and they are more flexible.
The generation Y born between the year 1977 and 1995 are considered to be more
entrepreneurial and they are highly innovative in nature. Generation Z are born after 1996 are
always seeking for enjoyment and have a personal branding their work (Kendig 2017). Having
younger generation in the workforce presents a different mindset towards work and has different
attitude and values. They usually have a shorter attention span because they have constant
connectivity. They are empowered and have an anxious nature and are determined towards their
work. In order to co-exist with diversified age group people in the organization, the human
resource manager needs to provide training and development programs which will help the
organization to result in a great team. However, according to Kunze and Boehm (2013), it is
admitted that the new recruits needs to be properly tested, interviewed and selected for the
success of any organization. In contrast, Kendig (2017), suggested that the new young