Employing Older Workers in Contemporary Organizations

Employing older workers in
contemporary organizations

Table of Contents.
INTRODUCTION................................................................................................................................3
Current situations – Data statistics...................................................................................................3
Business case...................................................................................................................................4
Recommendations on kinds of action an organization may use in order to have ready supply of
labour in the future...........................................................................................................................6
CONCLUSION....................................................................................................................................7
REFERENCES.....................................................................................................................................8

INTRODUCTION
Employing older work force in contemporary organizations means hiring of employee in the
organization who had left working with the organization few years ago. According to Bureau of
labour reports most of the top organization started hiring workforce which consisting of workers of
age 55 or higher (Callanan and Greenhaus, 2016). Organizations believed that to survive in this
competitive environment of fast growing markets, the organizations needs the workforce which is
self skilled as well as the employee on which the company could rely. By analysing numerous
benefits associated with the hiring of older workforce, the companies has started retaining such
employees in their organizations. Moreover, there are some challenges too associated with older
workforce while working in an organization. In this report it has been discussed the two firms
mcDonalds and NHS of United kingdom hiring and retaining older age workforce after observing
several benefits associated while working with them. NHS is the firm of health sector while
mcDonalds is the firm of hospitality services. In this report it has also been discussed the current
data statistics of various assumptions of hiring of older age workforces in the organizations as well
as the percentage increase in the number of older workforces within the years. Additionally, in this
report it has also been discussed the strategies the organizations may adopt in order to have
continues supply of workforce and to ensure there will be no shortage in terms of workforce in the
future.
Current situations – Data statistics
The labour market in United Kingdom is undergoing a significant change, this can be observed by
the current statistics of companies hiring or retains older workforce. According to the current
statistics around every third person in the workforce of an organization is above the age of 50.
Moreover, it seems like more and more companies are hiring the workforce of older employees and
facilitate them in starting a new career at the midlife as well as making them in-retiring.
It is obvious that the right to judge an employee must be on the basis of its skills and knowledge and
not the basis of its age of birth. Thus, there are laws and amendments which protects the employee
from age discrimination, such as The Equality Act 2010 (Hassell and Perrewe, 2016).
The recent studies predicted with the increase in number of older age workforce in organizations by
2020, will reach to as high as 33%. Currently around 11% of the of older age are employed and this
percentage is increasing every quarter of months since May-July 2014.
Moreover, the work productivity of the older age workforce is seemed to be economically active
according to the current data statistics.
The change in this business culture has brought several benefits to the employees as well as to the