A Report on Employing Older Workers in the Modern Organization

This report delves into the critical aspects of employing older workers within contemporary organizations. It begins by emphasizing the central role of the human resource function and the importance of effective recruitment. The main body of the report provides a critical analysis of the benefits an...Read More

EMPLOYING OLDER
WORKERS IN THE
CONTEMPORARY
ORGANIZATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Case critically discussing both the benefits and challenges relating to recruiting the older
workers...................................................................................................................................3
Recommendation to companies..............................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The human resource function within the company is the main function and under this also
the recruitment is the main focus area (Popa, 2016). This is majorly because of the reason that
the recruitment is the department which is responsible for managing the employees in the
business. If the employees will not be recruited in correct way then this will not be beneficial for
the company. this is so because if the efficient people are not placed at the correct position then
this will impact the efficiency of the company.
The present report is based on the two case studies pertaining one to Queen Alexandra
College and the other one is ASDA. The present report will outline the debate pertaining to the
benefits and challenges which are associated with the recruitment of the older people in the two
organization. And in the end some recommendations will be highlighted in the report.
MAIN BODY
Case critically discussing both the benefits and challenges relating to recruiting the older
workers
The human resource department is the lifeline of the company. this is majorly because of
the reason that if the human resource is not in the company then how the recruitment of the other
employees will take place within the company (Ramdhani, Ramdhani and Ainissyifa, 2017).
Thus, the human resource is the main department and the reason for the success of the company.
this is due to the fact that if the HR department is not efficient then it will not be able to recruit
the efficient and effective employee. It is the duty of the human resource department that they
recruit the efficient employee only which are energetic and productive in doing their work.
In the present case the main discussion is on the topic that whether the older people need
to recruited for the companies or not. This is the major and buzzing topic for the human resource
department of the company. this is due to the fact that the recruitment of the older people has
both the advantages and also some of the challenges attached to it (Ringim, Dantsoho and John,
2017). The older people are the ones who have been exceeding the retirement age and are much
older even in some case there is a generation gap between the existing employees and the older
employees present within the company. this is due to the fact that the older employees are
sometimes treated as a block within the company as they are of no use as they have become so
old and are not enough capable of doing the work effectively as compared to the young

employees. The present case is of the Queen Alexandra College which provides services to
sixteen year and above people who are disabled and impaired.
In regard of employing older people He, Chen and Chiang, (2015) states that hiring of the
older people for such college is beneficial because of the major reason that the older people are
much dedicated and produce the high quality of the work as compared to the younger employees.
This is because of the fact that they have worked almost a major portion of their life in the
companies and has a lot of experience. They know how to work in limited time and with limited
resources and this ability of the older people support the recruitment of them within the
company. The reason behind the working with limited resources and limited time is that in
earlier business era the resources and technologies were not much present and the people worked
with the limited resource sonly.
But in contrast to this in the present era there are lot of different types of technologies and
resources which the different companies establish in it so that the work of the company becomes
very easy and simple (Eldor and Vigoda-Gadot, 2017). In hi new and modernised era the
employees have to do less work as for almost every work some ort the other technology has been
established in the business which reduces the human efforts and increases the productivity of the
work.
But in contrast to this Audenaert and et.al., (2019) argues that the recruitment of the older
people within the company is not good and a challenging task because of the reason that there
are many new changes which have been takin g place within the business environment and it is
not possible for the older employee to adapt to these changes. This is because of the major reason
that many of the older people have the mentality that what knowledge they have is the latest and
correct (Berman and et.al., 2019). These people do not consider the latest changes taking place
within the business environment. This is generally because of the reason that these older
employees resist to accept the changes. This is due to the fact that they have the perception that
what they know is the best and no one else is correct.
On the other hand, Bal, Kooij and Rousseau, (2015) states that the older people are better
to be recruited because of the reason that they have practical knowledge of every field as they
have experienced all the different types of working of the business. This is also beneficial
because of the reason that the older employees connect their job with the pride. This is because
of the reason that if anything goes wrong in the working of the employees then they personally

take the responsibility of the wrong work and this hurt the sentiment of the older employee. This
is because of the reason that they treat their job as their respect and if anything goes wrong by
them relating to their job then they treat it as their insult.
In contrast to this Earl and Taylor, (2015) argues that the older employees ask for higher
salaries. This is because of the reason that they think that they have a lot of knowledge and
experience that means that they have to be paid a much higher amount. This is also because of
the reason that the older people think that they have superior knowledge and practical skills so
they must be hired more as compared to other employees.
In relation to the benefit of employing older people Mik-Meyer, (2016) states that older
people have much of confidence and efficiency and because of their age the people have much
more maturity as compared with the younger people of the company. this is also because of the
reason that the older people have more of patience as compared to the young people. This is
because of the reason that the young people do not think much before doing any work and this is
not in case of the older people (Glover and Branine, 2017). In any of the tough situation the older
people first sit and think with cool mind that what all measures can be taken to solve the problem
and what all possible outcomes can be there. On the other hand, in the same situation if any
young employee would have been there, then they would have directly dealt with the situation
without thinking that what will be the outcome of their actions.
But in contrast to this Rathi and Lee, (2015) articulates that in case of Queen Alexandra
College the recruitment of the older people will not be much successful. This is majorly because
of the reason that for handling the disabled and impaired children as the older people cannot run
after them and if the children have any problem then the older people cannot take much care of
the children with that efficiency which the young people can do.
Recommendation to companies
In respect of appointing the older people at work place is beneficial in respect of ASDA and
Queen Alexandra College As this statement is to prove in respect of following aspects. On the
basis of the research carried above, following recommendations can be made for both the
companies:
The leadership skills of the older people are extremely well developed as they have a
wider experience and have dealt with a greater number of people that younger employed
generation of the company. This can be evidently seen in the employment done at Queen

Alexandra College and ASDA how it has benefitted the entire organization by utilizing the
benefit of their knowledge and expertise.
The experience that they hold is literally priceless and therefore, this experience can be
used to meet up the challenges that are presented in the day to day work at both the organizations
i.e. Queen Alexandra College and ASDA in an adequate manner. Further, the networks and
connections that the older people develop in their entire work life are priceless and can be
exploited to develop profitable situations for the company.
There should be an adequate balance between the older and younger employee force
because the older generation employees are extremely stringent and resistant to the change and
cannot accept it easily. This often creates a barrier in the path to success and therefore, it is
necessary to maintain an adequate ratio between the two.
Further, it can also be recommended that the older generation is not so active and
therefore they should not be involved in team activities that require quick decision making and
rather should be placed more on an advisory panel status so that they can guide accordingly
whenever the requirement arises.
In context of appointing the older people at work place, they carry the strong leadership
skills. In respect of undertaking the business smoothly, the guidance of the trained person is
required and through this aspect, leader play the vital role in respect of reaching or building the
strong base with the employees. As they are more experienced or skilled in respect of
accomplishing the task in better ways and also provide right guidance. Thus. From this point of
view, they carry the strong leadership skills and also motivate the reaming staff in better way.
The recruitment of older people can also be undertaken in respect of having vast
knowledges in particular field as they can engaged their learning in particular sectors. In respect
of engaging their life in the field of labour they cannot involve in any discrimination activity. As
they are familiar with their limits and knowledges in respect of comparison with other employees
working at same post.
The matter related to recommending the working of the older people in ASDA is not
profitable. As ASDA mainly commit their business online and also famous for its innovative
ideas to reach large customer base thus, by recruiting new and experienced employees at work
place resulting in bringing more growth in business. Thus, by appointing the older people at

work place is not the successful for ASDA company in respect of dealing to large number of
customer or managing the integrity in company.
CONCLUSION
Form the above study it is analysed that the recruitment is the essential part for the
success of the company. this is majorly because of the reason that if recruitment is not proper
then the employees will not be placed in the correct position and this will impact the overall
working of the company. thus, for the company to be successful it is very crucial for the
company to recruit right people at right place and at right time. The above report also discussed
the same by way of debating on the topic of whether recruiting older people is good for the two
companies or not. Also, the benefits of recruiting the older people and the challenges attached
with the same was also outlined. In the end some of the recommendations were highlighted for
both the companies that is Queen Alexandra College and ASDA over the recruitment.

REFERENCES
Books and Journals
Audenaert, M. and et.al., 2019. When employee performance management affects individual
innovation in public organizations: The role of consistency and LMX. The International
Journal of Human Resource Management. 30(5). pp.815-834.
Bal, P.M., Kooij, D.T. and Rousseau, D.M. Eds., 2015. Aging workers and the employee-
employer relationship (pp. 129-144). Amsterdam: Springer.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Earl, C. and Taylor, P., 2015. Is workplace flexibility good policy? Evaluating the efficacy of
age management strategies for older women workers. Work, Aging and Retirement.
1(2). pp.214-226.
Eldor, L. and Vigoda-Gadot, E., 2017. The nature of employee engagement: Rethinking the
employee–organization relationship. The International Journal of Human Resource
Management. 28(3). pp.526-552.
Glover, I. and Branine, M. eds., 2017. Ageism in work and employment. Routledge.
He, L.J., Chen, C.J. and Chiang, H.T., 2015. Top manager background characteristics, family
control and corporate social responsibility (CSR) performance. Journal of Applied
Finance and Banking. 5(1). p.65.
Mik-Meyer, N., 2016. Disability and ‘care’: Managers, employees and colleagues with
impairments negotiating the social order of disability. Work, employment and society.
30(6). pp.984-999.
Popa, T., 2016. NEW PERSPECTIVES ON PROJECT MANAGEMENT IN NATIONAL
DEFENCE SYSTEM. Land Forces Academy Review. 21(1). p.86.
Ramdhani, A., Ramdhani, M.A. and Ainissyifa, H., 2017. Conceptual Framework of Corporate
Culture Influenced on Employees Commitment to Organization. International Business
Management. 11(3). pp.826-830.
Rathi, N. and Lee, K., 2015. Retaining talent by enhancing organizational prestige: An HRM
strategy for employees working in the retail sector. Personnel Review. 44(4). pp.454-
469.
Ringim, K.J., Dantsoho, M.A. and John, H.T., 2017. Effect of dynamic information technology
capabilities on organizational performance of deposits money banks in Nigeria.
MAYFEB Journal of Business and Management. 1.