Baby Boomer Career Trends

Let’s face it the world is changing. This change is necessary if we, as a population will succeed, and this change is more evident than ever in the workforce. The working person of the past had skills necessary for a social economy that befitted that generation, but with today's market increasing

As we begin to enter an aging America many positive effects will foreshadow, like having more experienced workers, changing perceptions of how we think of the aged and aging, them being active in the community, and obtaining their place in society. In observing the history and how far we have come along with regards to our views, government funding’s, and where they will live can only improve as future elderly come into existence. So much as 40 years into the future there perhaps will be modifications to reduce working hours to 4 days a week. Changes like this would shift our demographic work style that would ease us into our older years and living longer and happier lives. This growing demographic that’s estimated in the future will play a

The end of world-war II marked the beginning of a new era in this country. The baby boom era began in 1946 and ended in 1964. During this era, 76 million babies were born according to pew research center. The number of people reaching adulthood in the next decade was tremendous. As a result, the country had to adjust to meet the demands and fulfill its obligations to the citizens. Though, the boomers were sophisticated and wanted to impose their views on the rest of the society. Eventually, the country started to experience some changes and the boomers’ influence was propagating in the society. Cheryl Russell, the Editor-in-Chief of America Demographics Magazine and the author of “100 Predications for the Baby Boom: The next 50 years.” In his

One of the major functions of Human Resource Management is to lower the overall expenses of the company and try to find ways that an organization may run more efficiently. The first major potential problems for the baby boomers from a Human Resources perspective is since companies are always trying to find ways to lower costs which means that a lot of the baby boomers are being laid off because their health is a liability. Companies are trying to replace these baby boomers with younger, more charismatic workers. Companies that offer healthcare to their younger employees as a benefit to get them to work for them aren't profiting by having baby boomers on staff. These organizations feel as if the medical expenses incurred are far larger than the expenses incurred by their younger counter parts. In turn companies are laying off baby boomers before they can even reach retirement. The second major reason baby boomers are being laid off is due to the advancement of technology. Organizations are looking for younger individuals who may be as charismatic as the older individuals but far more tech savvy. Employers are confronted with the loss of skilled labor when the boomer cohort adds candles to its annual cake. There is a need for adaptive retirement strategies--on the parts of both employees and employers. There is no longer one standard retirement approach, and given the

The baby boomer generation adds a new sixty five year old every eight seconds and they have a lot to offer.  InterGENerosity provides both opportunity for employment and receiving in-home assistance with activities of daily living.  Older adults have the skills and

According Bureau of Labor Statistics to the between 2012 and 2022, and the Bureau of Labor Statistics predicts that the best of the bunch will produce those openings at a percentage rate that's faster than 10.8 percent, the average for all occupations. The BLS estimates total employment will increase by 15.6

It’s important that we should have this mentioned. I believe that there is a disconnect between educational standards and organizational demand for skills such as technical and engineering skills as well as soft skills that facilitate integration into the workforce. Therefore, if we look at the fact that the workforce currently has a lot of baby boomers in place. Baby boomers are ages 53-71. This group of people in most cases are equipped with soft skills. With that being said, the baby boomers have the ability to be a team player, the know how to communicate, in some instances able to show adaptability, problem-solving, and critical thinking capability. However, they may lack the educational, technical, and engineering skills need to maintain

The theme of the course, “Building a Better World”, could not be more relevant at this very moment. With the constantly changing political climate and the evolution of society, it is important to discuss the future of work and the different careers and jobs that are subject to change. Due to the very nature of change, certain industries and job sectors are affected more than others. In this case, the service sector is the talk of the town. With every ongoing year, the service sector is employing 1% more than the previous year. (Stats. Canada, 2016) While this may not be much, there is an equal decrease in the goods-producing sector, as most those jobs are taken up by baby boomers who are either retiring or nearing their retirement age. It is important to note that several of these jobs in the service sector are being

As I join the many other adult students over forty going back to school and starting over with a certificate or degree for a new career all in the hopes of making more money for a better living. Pursuing a new career can be an easy call for people, whose old jobs have disappeared, forcing

Our world is ever growing and the streets are bustled with various faces and lives. The lives of busy workers, rushing down the sidewalk to reach their job. The lives of families on their way to the park to enjoy the sun. And the youth, struggling to find any employment with wage decent enough to pay rent. A career is an important staple of one’s life, and yet it is hard for many people to obtain one. With an escalating population, the chances of achieving employment becomes slimmer and slimmer. The experience needed to even be considered being hired exceed the age of those who seek jobs. And when one does get hired, the job does not fulfill the budget they need to survive.

Firstly, migration and mobility is a major aspect, where evidence shows that migration flows between countries is increasing significantly, from low to high income countries. This relates to the phenomenon known as the ‘brain drain’, where 38 per cent of 18-29 year olds are looking for work overseas in the future, causing increased competition for work. Other aspects include generational cohorts, birth rates, and prominently, ageing and longevity. By 2055, 20-25 per cent of the Australian population will be 65 years old or over, causing a substantial future increase in healthcare industry jobs. The retirement age will increase, creating a future workforce of multigenerational workers. Furthermore, 66 per cent of the world is projected to be urban by 2050, particularly with the creation of ‘brain hubs’. These brain hubs are expected to grow in the future, causing geographic disparities between brain hubs and other

GEN Y ( Also called as Millenials):Millennial have grown up with technology and are comfortable with change. They value skill development and enjoy the challenge of new opportunities. Millennial are able to multi task, they want the flexibility to work where and when they want so that they can pursue their outside interests.

As baby boomers exit the work force, letting people work longer could help to curb a predicted skilled and experienced labor shortage in many occupations. Employers need to revise human resource plans to reflect the possibility of more employees working past their previously expected retirement date as well as change testing and performance evaluations to reflect the reality of an aging workforce. Organizations need to develop programs to maximize the contributions of older workers, particularly in the areas of adult learning and flexible work arrangements; it may encourage older workers who wish to continue working.

A new generation of workers are in the midst of taking over the workforce: Generation Y, also known as the Millennials. Baby boomers are ending their employment life cycle and transitioning into retirement, leaving Millennials as the soon-to-be dominant generation in the workforce. By 2020, more than 46% of labour will be provided by these millennials. (Weber, 2016) As this transition begins, a new trend within the workforce has also begun. Modern workers are no longer spending their entire career with one employer. In fact, according to data from the Bureau of Labour Statistics, the average worker today only stays at each of his or her jobs for 4.4 years. However, the expected tenure of the workforce’s youngest employees is about half of that. Ninety-one percent of Millennials (born between 1977-1997) expect to stay in a job for less than three years, meaning they would have 15 to 20 jobs over the course of their working lives. (Meister, 2012)

It is time for employers to start responding to the potential consequences of the ageing workforce on their businesses. If not well-prepared, employers may find themselves suddenly faced with labour loss, experience and expertise that will be difficult to offset, given the relatively small pool of new employees. With many companies facing the same problem, competition for new talents is likely to surface.