Research Project: HRM Practices and Employment of Older People

This research project investigates the impact of Human Resource Management (HRM) practices on the employment of older workers, specifically within the pharmaceutical industries of the UK and Ireland. The study explores the role of ageism in recruitment, the types of work suitable for older people, and the influence of ageism on talent development. It also examines the working environment expectations of older workers and the potential consequences of ageism in an aging society. The literature review covers various viewpoints on age as a filtration factor, ageism in recruitment processes, and talent development. The research methodology employs an interpretivism philosophy with an inductive approach and a qualitative research design to analyze the effects of HRM practices. The report highlights that ageism is prominent, and the study discusses factors like working environment, expectations, and talent development for older workers. The project concludes by emphasizing the need for HRM practices that support older workers.

RESEARCH PROJECT
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Table of Contents
Introduction......................................................................................................................................3
Research questions and objectives...................................................................................................3
Literature Review............................................................................................................................3
Research Methodology....................................................................................................................6
References......................................................................................................................................12
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INTRODUCTION
Research project is concise study document that helps the researcher to formulate a valid
report through focusing on research aim and objectives. The present research study has been
made with an attempt to analyze the effects of HRM practices on employment of older people.
Hence, in this respect discussion has been laid on all those factors that are considered at the time
of recruiting older people in the organization. Further, the scenario of UK and Ireland has been
discussed wherein recruitment and selection process is highly emphasized on ageing factor.
Further, in the study discussion has been laid on all those factors that are considered at the time
of recruiting older people in the organization.
RESEARCH QUESTIONS AND OBJECTIVES
The main aim of present research study is to analyze the effects of HRM practices on the
employment of older workers in the pharmaceutical industry of UK and Ireland. Thus, according
to the research aim, focus has been laid on all those practices that are included in the HR domain
and that has direct impact on employment aspects.
Research objectives for the present study are mentioned as follows:
 To ascertain the role of ageism in the recruitment process
 To identify the types of work suitable for older people
 To determine the role of ageism in Talent Development
 To explore the working environment and expectations suitability for older people
 To recognize the possible consequences of ageism in an aging society
LITERATURE REVIEW
Literature review section shows detailed discussion of the topic from several viewpoints
and it is also important from secondary analysis point of view. Moreover, in order to prepare the
section, focus has been laid on books, journals and articles that includes viewpoints of different
scholars. This section shows how the research work is developed through using diverse sources.
Human resource plays a vital role in deciding working population of a company. Age is a
filtration factor for choosing eligible candidates. Every position requires certain amount of
experience and necessary skills. Certain factors are involved when human resources select
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candidates at a particular position that is talent, ageing, industry perceptions, impending
legislations, etc. Essential mix of all factors is involved in employment practises. Companies
give this authority to human resource because they are capable of managing and delegating
employees. Although universally no age is defined for any sort of job but still industries preview
age as a major deciding factor specially in case of older workers.
Ageism during the recruitment process
Discrimination on basis of age while picking candidates for a particular position is
prominent nowadays in every industrial sector. It is unethical to involve age limits while
conducting a recruitment process. Many societies consider older people a burden because their
overall capability decreases due to age (Malinen and Johnston, 2013). The association of this
notion is highly influenced by demographic shifts. Human resource professionals are well
acquainted with such facts. Hence, their practises are indulged in hiring, training and managing
young individuals or new generation workers. Fast pace of development and industrialisation is
major factor for this influence.
Recruitments are conducted with a motive to gather more skills and talents so that
company can achieve their goals and objectives with more quality standards. Older workers are
considered as less adaptive to changes and developments in technology (Kooij and van de
Voorde, 2015). HR also considers age because it helps in estimating time span for which
particular employee can retain. Training and development of young people is considered as an
investment while those of old workers is divestment. This scheme of recruitment is less humane
and more profitable.
At the time of old age job will become more hard so that here list of some job that can be
easy for the work. Here various pointed are listed as follows:
Work for former employee: In this older person can work for their former employee . In which
management can select old one because individual having worth for the same. In addition to that
management must enjoy their work so that their coworker also motivate with the same (Taneva
and Arnold, 2015). In this management also evaluate that old one is flexible with the same or not.
Work as a consultant: In this management can develop their skill as a consultant in which
they can share their values with others. In which management of company can use their expertise
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for train their employee and they can also use some points that assist top manage their work in
more effective manner.
Start a retail business: Old one is also establish their own business in which they can
concern with their family and develop their own business as per their capability. In addition to
that they can also use online once that assist to manage their work in more effective manner. In
addition to that if they use their potential with mobile business so that this will also assist for the
same.
Part time job: In this they can also use part time job as their job so that they can look
towards the low-stress. In addition to that if old one is prefer teaching and tutor job so that they
can serve their time in more effective way (Innocenti, Profili and Sammarra, 2013).
Work as temp: In this if the management can develop its strategies in which they can use
bookkeeping and customer services so that they can easily do their work in more effective and
efficient manner.
Ageism in Talent Development
Talent development is an internal process of an organisation. It is developed and devised
so that existing employees can get motivated and increase their efficiency for enhancing
productivity of the organisation (Bal, Kooij and Rousseau, 2015). Ageism is just not limited to
people above 60s but it is spreading amongst people who are in their 30s and 40s. The practises
of HR are evolving in such manner due to increasing eduction standards and mediums.
Development of technology has enhanced people and equipped companies with more tools. It is
important that these tools must be effectively used. An organisation cannot just get rid of all old
employees (Kooij and et. al., 2014). Hence, they design talent development process which is
mainly oriented with those candidates who have ability to adapt changing business environment.
These practises are dominant in technical companies. Old workers are overpassed for
talent development. Although government has designed various legislations for protecting
employees above 40 years of age but companies have strategically developed their selection
process so that older workers won't be able to apply. Major factors for this thought process of
company owners and employers is less knowledge for tackling old people at work place (Bal,
Kooij and De Jong, 2013). Due to limited research and resources on talent development
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techniques of old people, such trainings are not imparted to them. It is also considered that pace
at which young workers will grasp knowledge and skills is less for old workers. This problem
can only be tackled when human resource develops techniques which can be used for managing
and enhancing talent of old workers (Hennekam and Herrbach, 2013).
To explore the working environment and expectations suitability for older people
Working environment of an organization is major factor which effects the recruitment
decisions of HR. In order to recruit the elderly people in an organization, it is essential to
determine the working environment as well as their expectations from the concern. Taneva and
Arnold, (2015) has depicted that elder people have major expectations and requirements from the
companies. They want an open environment which is not intoxicated as well as it shall not affect
their health. Apart from this, lifts are another most important factor which determines the
decision of hiring them or not. HR will evaluate the physical capabilities of the aged candidates
before recruiting. These are major factors which will be considered by the HR managers while
recruiting the older people at work. For instance, proper restrooms and other medical facilities
are not present at the organization than it is not useful to hire an aged employees. Furthermore, in
an environment of young teens or adults workforce, aged people cannot be fitted as their lies a
difference in opinions.
To recognize the possible consequences of ageism in an aging society
In the present era wherein, education is becoming more prominent, talent is flooded in
every country. Bal, Kooij and Rousseau, (2015) states that it is not essential to provide more
consideration to experience an age while hiring employees. Businesspersons mainly pay
emphasises on recruiting the elderly persons as they have gained more knowledge and
experience then the others. Although it is the major obstructions for the freshers in order to show
their talent. Furthermore, the major consequences herein will be that the opportunities for the
new candidates will be reduced and they cannot show their talent. Therefore, it can be stated that
there are several other consequences which is affecting the aging society.
RESEARCH METHODOLOGY
Research methodology is the most important part of the study in which researcher has
discussed the tools and techniques that can be taken into account for the purpose of meeting
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research aim and objectives (Bell, 2012). Further, the section needs to be aligned with the subject
matter so that suitability and validity of the research work can be stated. In the present study, the
section of research methodology is included because it refers to a parlance that assists in
searching the data from diverse sources. Moreover, it can be stated that all the tools are utilized
according to the feasibility and accuracy aspects.
Research philosophy: Research philosophy is regarded as the most crucial part of the
research work wherein researcher has to consider the philosophical aspects through observation
and hypothesis aspects (Sreedharan, 2007). In the present research study, researcher has selected
Interpretivism philosophy wherein researcher involves several things to interpret elements of the
study. It also assumes that there should be specific access to reality; hence for that purpose social
constructivism aspects is required to be considered. It is also selected because it is based on
shared meanings and instruments which develops criticism for positivism in social science
(Scruggs and Mastropieri, 2006). The other category is Positivism which is based on the idea that
science is an only way to learn about the truth. While using this philosophy, researcher has
limited access to data collection due to association of objective approach and in this study,
findings are usually observable and quantifiable.
Research approaches: Research approach is essential for the research work because it
aids in increasing familiarity of the researcher with the selected subject matter. Inductive and
deductive are the two major categories of research approach and in the present study researcher
has selected inductive approach which is concerned with the generation of new theory that
emerges from the data (Sapsford and Jupp, 2006). At the same time, it is being selected because
it focuses on research questions which narrow down the scope of the study. Inductive approach is
beneficial for the research work because it emphasizes on causality and it also aims to look for
previous studies from different perspectives. On the other hand is deductive study which aims to
emphasize on testing theory and which also begins with hypothesis testing. Further, deductive is
useful for those studies where not set of rules are required to be applied. It also does not require
to use grounded theory; hence it can aid in re analysing the research terms multiple times
(Salkind, 2010).
Research strategy: Research strategy is a methodology that helps the researcher to
investigate and focus upon the research issue. It is also considered as a general plan that aids
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researcher to answer the research questions in a detailed and systematic manner. Quantitative and
Qualitative are the two major techniques of research strategy in which researcher has used
Qualitative research design which is more structured and well defined aspect in aligned with
research process. It is also selected because it tends to be more evolutionary in nature at the time
of comparing with quantitative research design. For instance- data collected during the research
process also influences the choice of research methods that is utilized in the subsequent phases of
the research design (Hakim, 2012).
Time horizon: The present research study is expected to complete within the time frame
of 2 months and during that time period, researcher will also monitor the procedure on regular
basis. Researcher will also conduct direct monitoring so that further changes can be included in
the research work.
Activity Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
8
Week
9
Week
10
Writing
Research
Proposal
Reading
various
literature
Finalizing
the aims
and
objectives
Draft
literature
review
Collect
secondary
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data
Analyze
secondary
data
Develop
research
approach
Draft
research
methodolo
gy
Develop
questionna
ire
Arrange
the
interview
Conduct
the
interview
Accumulat
e the data
Draft
Findings
Analyze
data
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Complete
remaining
chapters
Submit it
to tutor
and await
for
feedback
Revise the
draft
Print and
bind
Submit
Data collection: Data collection seems to be the most crucial part of the study because it
involves collection of information from diverse sources. It is categorised into two types such as
primary and secondary sources and in the present study, both the sources have been utilized.
Researcher ensured to use both primary and secondary sources so that validity and authencity
aspects of the study can be enhanced (Bryman, 2008). Data collection is essential because that
helps in grabbing information on diverse aspects of the research. Under primary source, data has
been collected through employers working in UK and Ireland. Survey has been conducted and
questionnaire is provided to the employers regarding the impact of HR practices on employment
of older workers. At the same time, researcher has also utilized secondary sources in which
books, articles and journals have been used for showcasing the suitability of research topic.
Data analysis: Data analysis section shows findings and responses of the collected data
from respondents. The techniques of data analysis are Qualitative and Quantitative and in the
present study, researcher has used qualitative in which Thematic analysis has been conducted
and each and every theme has been discussed in brief manner (Bhattacharyya, 2009). Charts,
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diagrams and tables have been prepared for the purpose of showcasing the responses of
respondents. With the help of Qualitative technique, responses collected from the participants
have been analysed in detailed manner. Further, on the other hand, Quantitative technique uses
statistical methods like SPSS for the purpose of analysing the collected responses.
Ethical issues: At the time of developing research study, it is crucial for the researcher to
consider ethical aspects into account so that research feasibility and reliability aspects can be
amended. In terms of ethical dimensions, researcher has used all the relevant and authentic sites
so that appropriate content can be used (Bernard, 2000). This is also useful for the purpose of
enhancing credibility of the research work. In terms of ethical dimensions, researcher has not
disclosed the identity of participants because that lies under unethical framework. Further, prior
consent is also required at the time of including participants in the study.
Reliability and validity: Reliable and valid aspects are considered in the research study so
that it can enhance the feasibility aspects of the research work. Thus, considering this facet,
researcher has utilized only those materials that are reliable and accurate and that can amend the
research work in proper manner (Bell, 2012). The study has also used germane sources; therefore
it can be considered for further research work as well which are supposed to be conducted on the
same subject matter. Henceforth, these are the facets through which success aspects of the study
can be enhanced and increased suitably.
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REFERENCES
Bal, P. M., Kooij, D. T. and De Jong, S. B., 2013. How do developmental and accommodative
HRM enhance employee engagement and commitment? The role of psychological
contract and SOC strategies. Journal of Management Studies. 50(4). pp.545-572.
Bal, P. M., Kooij, D. T. and Rousseau, D. M., 2015. Introduction to aging workers and the
employee-employer relationship. In Aging Workers and the Employee-Employer
Relationship Springer International Publishing. pp. 1-9.
Bell, M., 2012. Virtual Worlds Research: Past, Present & Future. Indiana University
Bernard, R. H., 2000. Social Research Methods: Qualitative and Quantitative Approaches.
SAGE.
Bhattacharyya, K. D., 2009. Research Methodology. Excel Books India.
Bryman, A., 2008. Of methods and methodology. Qualitative Research in Organizations and
Management: An International Journal. 3(2). pp.159 – 168.
Hakim, C., 2012. Research Design: Succesful Designs for Social Economics Research. 2nd ed.
Routledge.
Hennekam, S. and Herrbach, O., 2013. HRM practices and low occupational status older
workers. Employee Relations. 35(3). pp.339-355.
Innocenti, L., Profili, S. and Sammarra, A., 2013. Age as moderator in the relationship between
HR development practices and employees’ positive attitudes. Personnel Review. 42(6).
pp.724-744.
Kooij, D. T. and et. al., 2014. Managing aging workers: A mixed methods study on bundles of
HR practices for aging workers. The International Journal of Human Resource
Management. 25(15). pp.2192-2212.
Kooij, D. T. and van de Voorde, K., 2015. Strategic HRM for older workers. In Aging workers
and the employee-employer relationship Springer International Publishing. pp. 57-72.
Malinen, S. and Johnston, L., 2013. Workplace ageism: discovering hidden bias.
Mountford, H., 2013. I'll take care of you: the use of supportive work practices to retain older
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