Analysis of Employing Older Workers: Strategies and Challenges

This report provides a comprehensive analysis of employing older workers in contemporary organizations. It begins with an introduction highlighting the value of older workers as mentors and contributors to company goals, emphasizing their experience and the benefits of intergenerational relationships. The main body of the report identifies and explains good practices and strategies for employing older workers, including recruitment and selection, training and development, and flexible working arrangements, with case study examples from various sectors. It then delves into the key challenges associated with employing older workers, such as maintaining capacity, developing a positive work culture, and the potential for retaining older workers to block opportunities for younger employees. The report concludes by offering recommendations to overcome these challenges, such as providing rewards, developing a supportive work environment, and implementing flexible working policies. The report is based on real-world examples and provides valuable insights into the effective management of an aging workforce.

Employing older worker in
contemporary organization.
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Examples of good practices ad strategies for employing older worker.......................................3
Key challenges and its implication of these challenges...............................................................5
Recommendations for overcome those challenges......................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9
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INTRODUCTION
Older workers are become a great mentor and are able to help their younger colleagues
develop professionally. They are giving their hard contribution for achieving goals of company
in any industry because they have great experience of work. As a result of mentorship, stronger
relationship can be developing among the workers which should lead to a more enjoyable culture
and work environment. The present report is taking example of different organizations at the
market place. The report will identify three examples of good practices and strategies for
employing older worker as well as discuss this appropriate with examples should be different
organization. This will also include the challenges in employing older worker and discuss
implication of these challenges. At the end of report will highlight the recommendations for
these challenges can be addressed and overcome.
MAIN BODY
Examples of good practices ad strategies for employing older worker.
There are different types of good practices and strategies which helpful for employing
older workers. Those are effective and worth full for company because they are extra knowledge
of working in perfect manner. There point of views and wonderful knowledge help to solve all
the problems within the company and create specific working in goals. Explanation of those
practices and strategies are as follows:
Recruitment and selection:
Recruitment and selection is the best part of company where employer select best one
candidate for company in order to work in proper manner. As per the case study there are
different kinds of the companies which are follows recruitment and selection process for hiring
best candidate for work in better manner (Bartkowiak and et.al., 2019). This process and
practices is help to take better experience holder in their office for working in better manner. as
discussed in the case study, in case sector Lilian Faithfull homes follow recruitment and
selection practices for hire best candidate. During the 2011, company hire eleven people between
the ages of 50 and 65 have been recruited to variety of roles. This includes life long career
services provided to company in effective manner. Older employees are more flexible;
commitment and loyalty were highly praised by the manager. This gives positive impact on
growth of business. The respect of that employee is higher into the office places. As per case
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study of care sector, recruitment process is very better for managing things and attracts best
experience people for company to achieve goals and objectives of company.
Training and development:
Training and development is most wonderful technique to improve skills of employees as
well as older employing. This creates more effective impact on the growth of employees in
effective manner. As per the case study, Clugston group is the private own group in construction
sector. This group is covering the complete construction, logistics and properly developed and
facilities management. The training and development session is more appropriate for company
because through that employees are able learn new thinks and design which are come in market
at construction companies (Cook and Rougette, 2017). Company follow this for improve existing
skills and getting new thinks and ideas for business growth. This is more appropriate because
more age of an employee also has effect to employee but for the older employee this not affects
due to their knowledge is higher level as well as has great knowledge of work. For example
which taking from case study, Mick Lewis is 66 year old driver who has worked with company
from last 17 years. In that year of 2010 he took NVQ level 2 for driving good vehicles. As that
older and experience people not have any requirement for training but it is good for extra
knowledge and improve some learning which are new in the field of business. Older and
experience employee have great chance to work with old company and any company because
this help to company for growth and there is no need to investing into the training and
development session for employees.
Flexible working and phased retirement:
Flexible working is another main practice of Hr which is followed by company for
working in better manner when employee is busy at somewhere. In this company provide work
from facilities as well as before leaving facilities to employees. This creates more effectiveness
for companies to maintain their working hours at the work place. As per that case study flexible
working hours in the education sector is more critical to manage because of the student are not
comfortable but experience team and employee can handle students in proper manner and give
their best for work. In terms of educations sector here is taking example of Queen Alexandra
College is offering flexible working hour to their older employee for work in any condition from
home. This is the best and effective for working in proper manner (Harris and Laliberte Rudman,
2018). for example which is taking from the case study, their high proportion of staff are the part
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time worker, therefore flexible working arrangement is more appropriate for the college because
through college is ensure the capacity of employee is highly maintain. Older staff in welcome the
range of options is available for the work in better manner.
Those are the wonderful practices which are helpful for the business as well as
appropriate for the work in better manner. With the help of those companies have great chance to
build the working capacity of employees? Through that, employee have chance to rebuild their
skills and talent of working. Training and development session id more helpful for the business
because through employee chance to increase their knowledge (Turek, Oude Mulders and
Henkens, 2019). Recruitment and selection is the best for attract best talent of employees at the
working place. This creates more advantage for business and company to hire candidate for
work. On the other side, flexible working hour is the best and effective practice which is help to
make proper use of talent in absence of time.
Key challenges and its implication of these challenges.
There are various challenges which create issue for the business. In order to that
management required to maintain that issue in positive manner. Those challenges create issue for
management in negative manner (Turek and Henkens, 2020). As per the case study, management
faces various challenges from the business practices which are creating issues. Those challenges
explain below:
Challenge of maintaining capacity and avoiding skills:
Maintaining capacity is the main challenges which are faced by company. Capacity of
employees is not same in respect of work. In that management required maintaining capacity of
employees are most important. In the field of education sector, Epping Forest College face
challenge of maintaining capacity and avoiding skills of shortages in the key areas of business.
Recruitment and selection process create the challenge for business in order to maintain capacity
of employees (Heery and Williams, 2020). For example: If employee gives their hard
contribution for achieving gaols and objective of company then management need to the give
motivation to employee for their wonderful performance. But, if college not provide this then it
create challenges because through that employee not give their hard contribution for achieve
goals as well as not able to maintain capacity towards work. It is give negative impact on
business and its growth factors. On the other side, lack of appreciation is also creating issue for
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maintain and avoid skills. Avoiding skills are another factor which is creating issue when
employee is not satisfied then they avoid work in proper manner.
Developing culture and communication:
Developing culture is another challenge which is faced by companies in respect to proper
management. Lack of culture and good environment at the company which is create issue for
employee because through that employee are not ready to give that complete hard contribution
for achieve goals and objectives of company. Cultural changes affect to employees. In terms of
local authority companies, Hertfordshire Country council is facing numerous with developing
culture which is age natural. In respect of that management have great challenges to maintain
their good culture and familiar culture at the company in order to work in proper manner. This
creates negative impact on the business. As per the case study, management have affected by the
lack of familiar culture (Klein, Brinsfield and Cooper, 2020). On the other side, communication
way is also affect to business because through that employee are not understand the proper
process of working. Older employing not adjusted with new employee because their working
process ad style totally different. In that management need to organize training and development
session for understand the working culture in proper manner.
Retaining older workers could block opportunity:
Retaining to the older employee is not easy task in that management need to give proper
space to their older employees as well as to their younger employee. This is important and
effective for the company and its proper management at the workplace. This creates wonderful
advantage for business management in respective manner. In respect to that transportation
business firms, First group is the transportation business group which is operates carrying the 2.5
million passengers a year. Owner thinks that most of the time older employee creates challenge
for management by blocking opportunity for younger employees. This affect to business and its
growth factor in negative manner (Nagarajan and et.al., 2019). This blocking creates issue for
business and management in order to manage thinks in proper management. Retaining older
employee are very important and effective topic where they think management give the proper
space to them and create wonderful impact. But in the lack of that management is highly affected
by this created challenge for management in negative manner.
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Those are the challenges which are faced by companies with older employing
management. Those challenges lack of culture, retaining older employees could block the
opportunity and marinating capacity and avoiding skills are another one challenges.
Recommendations for overcome those challenges.
There are various challenges faced by companies with the older employing those create
issue for business and its growth factors. This gives negative impact on the business. In respect
to that management need to give efforts on solving those challenges and addressing in proper
manner (Salah and Habtoor, 2020). in order to overcome those challenges here is important to
make strategies which are help to overcome those challenges in effective manner. Those
overcome recommendations are as follows;
In order to maintain capacity and avoiding skill management need to retain the
employees and provide rewards to them. Through that, employees are always ready to give their
hard contribution for achieve gaols. So that here is recommendation that provide reward to
employee and asked question in order to retain them for work in better manner. Another
recommendation for companies to develop familiar work culture and introduce all the employees
with each other helps to maintain the culture and employee in positive manner (Taylor and
Phillipson, 2016). This create positive working environment at the workplace. Through that
employees are highlight motivated towards work. Addition to that, recommended here to use
flexibility at the working place is help to older employee for maintain their work in positive
manner. This creates more positivity at the workplace. Here is also recommendation to
companies to organize training and development session for younger and older employees are
help to increase their learning and skills towards the working in better manner.
Those are the recommendations which are followed by company through that
management able to overcome those challenges which have studied above. Because challenges
create issues for company in order to achieve success.
CONCLUSION
From the above study, it had been concluded that the older employing helpful for the
companies because it has no requirement to organize training and development because they
already have wonderful knowledge about work. In respect to that, report had been identified
three practices like training and development, recruitment ad selection and flexible working.
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Those practices have completely helpful for the older employees. Report covered by the three
challenges which had been faced b companies like managing capacity, developing culture and
blocking opportunity for employees. In respect to that report has been covered and
recommendation some overcome methods to the challenges helpful to solve all those challenges
in effective manner.
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REFERENCES
Books and Journals
Bartkowiak, G. and et.al., 2019. Attitudes of Polish entrepreneurs towards knowledge workers
aged 65 plus in the context of their good employment practices. Journal of Cleaner
Production. 280. p.124366.
Cook, S.L. and Rougette, V., 2017. Talent management and older workers: Later life career
development. In Ageing, organisations and management (pp. 113-140). Palgrave
Macmillan, Cham.
Harris, K. and Laliberte Rudman, D., 2018. Ageism and the older worker: A scoping review. The
Gerontologist. 58(2). pp.e1-e14.
Heery, E. and Williams, S., 2020. The expression of worker voice through civil society
organizations. In Handbook of Research on Employee Voice. Edward Elgar Publishing.
Klein, H.J., Brinsfield, C.T. and Cooper, J.T., 2020. The experience of commitment in the
contemporary workplace: An exploratory reexamination of commitment model
antecedents. Human Resource Management.
Nagarajan, N.R. and et.al., 2019. Defining organizational contributions to sustaining an ageing
workforce: a bibliometric review. European journal of ageing, pp.1-25.
Salah, H. and Habtoor, N., 2020. AN EXPLORATION OF MANAGERS’INTENTION TO
RETAIN OLDER EMPLOYEES IN LIBYA CORPORATE SECTORS. International
Journal of Management and Human Science (IJMHS). 4(2). pp.26-43.
Taylor, p. and Phillipson, C., 2016. The older worker: Identifying a critical research
agenda. Social Policy and Society. 15(4). pp.675-689.
Turek, K. and Henkens, K., 2020. How skill requirements affect the likelihood of recruitment of
older workers in Poland: The indirect role of age stereotypes. Work, Employment and
Society. 34(4). pp.550-570.
Turek, K., Oude Mulders, J. and Henkens, K., 2019. Changes in employers’ ways of dealing with
older workers, 2009–2017. Netspar Academic Series, pp.2019-036.
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