Older Workers: Strategies, Benefits, and Challenges in Employment

This report delves into the strategies for effectively employing older workers, examining the benefits, challenges, and considerations for future supply chain management. It explores various recruitment strategies such as employee referrals, collaborations with community partners, and formal recruitment programs, highlighting their effectiveness in sectors like healthcare and education. The report discusses the advantages of hiring older workers, including their experience, ability to adapt, and reduced training needs, while also acknowledging challenges such as adapting to new technologies and potential physical limitations. Furthermore, it emphasizes the importance of understanding labor dynamics, analyzing key performance indicators (KPIs), and fostering a supportive ethical culture to ensure a ready supply chain of skilled employees. The report concludes by stressing the need for continuous learning, internal training, and employee engagement to maximize the contributions of older workers and achieve organizational goals. The report provides insights into real-world examples from Queen Alexander College and ABM University of Health to support the analysis.

Employing Older Workers

Table of Contents
Introduction .....................................................................................................................................3
Strategies to recruit old workers and benefits and challenges of associated with workers.............4
Actions Organization consider to know that they have ready supply chain in future. ...................7
Conclusion ......................................................................................................................................8
References .......................................................................................................................................9

Introduction
The workers are main factors that effects overall growth of a business. Business needs to
develop their abilities as each and every person in an organization have his own effect. The skills
and training of employees helps organization to achieve their goals and objectives and helps
business to engage large number of abilities and people with their work environment.
Organizations work for the development of their business at a large scale. Report shows the
effectiveness of old employees for the organization and strategies to hire old employees in an
organization. Old labours are helpful for business to achieve their goals as they have all abilities
and skills to cope up with changes and manage working of an organization. Report shows the
effectiveness of old labours in different sectors like health and education. From education Queen
Alexander college and from health ABM university of health. Also provide the benefits and
challenges in hiring old labours and the process to develop supply chain of labour for future.
Strategies to recruit old workers and benefits and challenges of associated
with workers.
Each and every organization needs workers for smooth working of their organization that
helps them to achieve their objectives and goals(Iftene, 2017.). Employees develop an
environment which helps organization to develop at large scale.
Strategies
Employee referral
Employee referral helps when organization where employees are working feels that their
employees are effective then they recommend them to other organization with whom they have
connections. Health and education both sectors like to hire those employees because they are
effective towards their overall working. Health sector like ABM University health board will like
to hire those employees because they are experienced and have ability to cope up the
organization(Léime and Ogg, 2019.) . Education sector like Queen Alexander college needs to
know the effectiveness of their employees and hire them on the basis of their abilities to satisfy
their employers at a large scale.
Collaborations with community partners
Companies try to collaborate with community partners as they provide availability of
effective employees towards their organization and helps them to develop at large scale. The

Alexander college are able to get teachers who are retired and experienced in their working from
different organizations like selecting from different school and colleges. ABM hire employees
from different hospitals as they are skilled labours in their field and able to provide effective
working to their employees. The companies also like to go for local offices to hire new
employees for development of their organization.
Recruitment of volunteer pool
For health care organization volunteer pools are effective older employees in an
organization. Healthcare sectors needs to hire those employees who are able to develop and tends
to be effective towards the development of organization at large scale(Neumark, Song and
Button, 2017.) . Health care sector analyse that employees are able to know each other which
helps them to hire effective employees at an large scale in their organization.
Formal recruitment programs among businesses
The employees are hired the basis of interviews. Health care sector prepare their
strategies for development of their business they conduct different types of recruitment to engage
customers with their products and services. Education sector like Alexander college needs to
develop an environment which helps them to gather older employees to be a part interview.
Tapping into retiree
The companies needs to try to get their old employees as each and every one is effective
towards their work. The ABM health tries to get old nurses and doctors who are retired that help
them to develop their business and bring experienced workers in an organization.
Placement agencies focused on seniors
Companies use variety of placement agencies to develop their business at a large scale.
Organization needs to develop at a large scale for that they effective employees who are able to
work according to the requirement. Health sectors ABM needs to hire employees on the basis of
the abilities of organization. Business needs to develop at a large scale and have to develop their
business at a large scale(Debroux, Jaussaud and Martine, 2017.) . Education sector use different
methods to recruit people with their organization that helps them to achieve their goals and
objectives. The placement agencies helps companies to provide effective employees that helps
them to achieve their goals and objectives.
Benefits for organization

Older employees are effective as they have large number of experience and have abilities
to face situations that effects overall working of an organization. Companies needs to develop
their business at a large scale that helps them to achieve their goals and objectives. The older
employees are able to cope up with new technologies.
ABM university health board
ABM has large number of employees around age of 50 years who are going to retire in
near future that effects overall working of them in an organization. Recruiting the older
employees reduces the workload on hospital staff to train their employees and helps them to
engage large number of effective employees in an organization(Blackham, 2016.) . The hospital
have no need to hire new employees as they have old employees who are effective and able to
complete task on time. It saves time for organization as well as develop an environment and
helps other young employees to get knowledge from their old employees. Old employees have
abilities and skills to complete their task on time and it helps hospitals to develop an effective
team of skilled employees. If the employees are hired in same organization in which they are
working than the fear of losing job will minimized and helps them to work effectively. Also
reduces burden of hospitals to feel vacancies or conduct interviews. It saves the money of
hospitals as there is no need to conduct a recruitment process to engage employees that helps
them to achieve their objectives. Build a flexible work environment in an hospital as large
number of skilled employees are available who are able to solve problems. The sickness level in
organization is also reduces as each and every employee is experienced in their department.
Brings flexibility in development of organization.
Challenges
Hospital sector is developing day by day and new technologies are available for each and
every person and helps business to develop at large scale. Business needs to engage each and
every person so that they are able to work effectively towards the organization. But hiring old
employees who are not able to cope up with new technologies increases the efforts of
organization(Taha, Czaja and Sharit, 2016.) . Business needs to develop at large scale that helps
them to engage effective employees who are able to work according to the requirement. With
increase in age also effects the efforts of old employees which makes an organization ineffective
towards their development.

Queen Alexander college
Older employees or professors are able to cope up with the new technologies and have
the abilities as their concepts are clear and have abilities to understand different teaching
technique. They have ability to analyse the state of mind of an student and take decisions
according to the requirement that helps them to engage customers at large scale. The older
lecturers and teachers have effective skills and approaches to teaching. The old employees are
able to train new young employees and have abilities to explore their overall working. Retaining
the old employees help them to develop their business at a large scale.
Challenges
Hiring older employees also effects working of college. New technologies are developed
to teach students and using those skills effectively is not easy for old employees(Urbancova and
Čermáková, 2015.) . The students are different and their nature also changes their thinking
process effects overall development of business. Organization needs to develop an effective
environment in their organization so that they are able to cope up with new technologies.
Actions Organization consider to know that they have ready supply chain in
future.
Both health and education sectors are important for development of an economy. The
working of their business largely depends on the abilities of their employees they need to hire
those effective employees who have a ability to explore and expand their working(Neumark and
Yen, 2018.) . Business needs to develop at a large scale that helps them to engage large number
of effective employees with their organization. Business largely depends on the skills and
abilities of their employees for that they require to recruit those old employees who are well
experienced and have ability to cope up with changes.
Understand the different labour
Before hiring a employee the organization needs to know their effectiveness as to identify
them and develop an environment that helps them in their success in a long run. Labour must be
separated on the basis of their abilities and skills that helps them to engage large number of
customers.
MSP model or hiring model

Organizations can hire employees from different agencies or they can hire on their own
by taking interviews of the employees that helps them to develop.
Analyse KPI
Key performance areas are analysed for the employees so that organizations are able to
use them effectively and all the resources are managed according to the requirement of
organization. Helps business to engage and develop at large scale.
Ethics and culture
Education sector or Alexander college needs to know the culture of their employees. Old
employees are more cultured and have their own rules and regulations(Ysàs Molinero, 2015.) .
They are not able to understand the culture of young students and if they are not able to
understand their culture then they are able to teach them effectively.
Quality
Organizations needs to know the quality of the employees that they are hiring if
employees are ineffective then developing business at large scale is not possible to the business
as it effects overall working of the organization. Quality of employees helps business to achieve
their objectives and goals.
Provide internal training
TO develop employees in a future. The organizations needs to provide training to their
employees so that they are able to work effectively in a large scale. The training helps old
employees to ,manage new technologies and trends and helps them to achieve all the objectives
of business. Training develops innovation and creativity in the employees old employees are able
to cope up with the new technologies.
Employees engagement
Organizations needs to engage employees with the working of organization so that they
are able to develop their business at a large scale and helps organization to engage effectively
towards the effectiveness of organization(Findsen, 2015.). Employee engagement and
familiarizing them with organization helps them to develop at a large scale and increase the
abilities of business to develop their effectiveness.
Continuous learning
The old employees are less effective when comes to hard work. Alexander college needs
to develop their employees in a way that they are able to learn effectively and have ability to

cope up with the changes. Continuous learning helps employees towards their overall
development(Zadros, 2015.) . The effective training and continuous learning helps businesses to
cope up with the changes and increase their ability to expand. Continuous learning helps
business to learn new things develop skills or their employees.
Conclusion
Report helps to know the effectiveness of old labour. Business needs to prepare strategies
to conduct interviews and hire employees. The skills and experience of old labours helps
organization to teach those young employees. Old employees are useful to develop environment
in an organization. Business needs to know effectiveness of their employees so that they are able
to cope up with those employees. The health and education companies needs to train their old
employees to learn the new technologies effectively in an organization. The process is used to
train old employees that helps organization to achieve their goals and objectives. The supply
chain helps business to develop in near future that helps them to achieve their objectives.

References
Books and Journal
Léime, Á.N. and Ogg, J., 2019. Gendered impacts of extended working life on the health and
economic wellbeing of older workers. Ageing & Society, pp.1-7.
Debroux, P., Jaussaud, J. and Martine, J., 2017. Elderly Workers in Japan The Need for a New
Approach. Journal Transition Studies Review. 24(2). pp.31-43.
Taha, J., Czaja, S.J. and Sharit, J., 2016. Technology training for older job-seeking adults: The
efficacy of a program offered through a university-community collaboration.
Educational Gerontology. 42(4). pp.276-287.
Neumark, D. and Yen, M., 2018. Relative Sizes of Age Cohorts and Labor Force Participation of
Older Workers. Michigan Retirement Research Center Research Paper No. WP, 390.
Ysàs Molinero, H., 2015. The role of the social partners in tackling with older workers'
difficulties in the labour market: the spanish strategy 55+ in the EU policy context. In
Labour Law Research Network (LLRN) Conference.
Zadros, K., 2015. Factors promoting workers involvement in building the socially responsible
organization illustrated by the example of health institutions.
Witt, W.S., Bunn, T.L. and Slavova, S., 2018. Workers compensation-reported injuries among
security and law enforcement personnel in the private versus public sectors. Injury
epidemiology. 5(1). p.27.
Profili, S., Sammarra, A. and Innocenti, L., 2017. Exploring organisational citizenship behaviour
through the lens of age. International Journal of Business Administration. 8(1). pp.22-
32.
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.
Oude Mulders, J., Henkens, K. and Schippers, J., 2016. European top managers’ age-related
workplace norms and their organizations’ recruitment and retention practices regarding
older workers. The Gerontologist. 57(5). pp.857-866.
Iftene, A., 2017. Employing Older Prisoner Empirical Data to Test a Novel s. 7 Charter Claim.
Dalhousie LJ, 40, p.497.

Blackham, A., 2016. Extending Working Life for Older Workers: Age Discrimination Law,
Policy and Practice. Bloomsbury Publishing.
Neumark, D., Song, J. and Button, P., 2017. Does protecting older workers from discrimination
make it harder to get hired? Evidence from disability discrimination laws. Research on
aging, 39(1), pp.29-63.
Urbancova, H. and Čermáková, H., 2015. The costs of Age Management in agricultural
companies. Agricultural Economics. 61(1). pp.14-22.
Findsen, B., 2015. Older workers’ learning within organizations: Issues and challenges.
Educational Gerontology. 41(8). pp.582-589.
Oude Mulders, J., Henkens, K. and Schippers, J., 2016. European top managers’ age-related
workplace norms and their organizations’ recruitment and retention practices regarding
older workers. The Gerontologist. 57(5). pp.857-866.