The ageing workforce is a huge issue that is getting lots and lots of press at the moment, but what can the average HR professional do to resolve the issue?
The issue is multi dimensional. Some organisations have too many younger people therefore missing out on the wisdom and experience of a 30 year veteran, some have too many older workers and then miss out on the innovation and other factors provided by younger workers.
In Australia we have one of the lowest participation rates in the 55 – 65 age bracket when compared to our OECD peers. While you personally might want to resolve the issue for your organisation you cannot just hire people to solve the demographic imbalance you need to have a supply of valid applicants that are suitable for the job. Undertaking a successful recruitment outcome to fix these issues requires the alignment of many different aspects of your HR strategy. Even after you successfully hire you have the people you need to make sure they are retained. If the culture of your organisation is young and hip a 30 year veteran will probably not last very long.
How do you successful engage workers from 3 different generations all at once? How do you create policies that take into account the different needs?
These are some big issues that we have to face and trying to solve them on a Sunday morning is just not possible, but it does get you thinking. Business, Work and Ageing has some really useful information that can be used by HR Managers to develop policies and approaches to mange these issues.