Summary : HR Challenges Of The Aging Workforce

Many employers view the old employers especially the baby boomers as too rigid, failing health, lack of enthusiasm, afraid of new technologies, do not want to learn new training (stuck in old ways), and expensive to keep. Many aged people are viewing job advertisements with pictures of younger employees. In addition, the aged are facing high cost of medical insurance and healthcare. With the obstacles in the job market, the aged could possibly experience social isolationism, low self-esteem, and financial hardship.

In conclusion the difference between age of the worker have great influence to increase some company, and their performance in work. The worker at the age of 50 is the best worker who should be encouraged to remain in paid employment including their spirit, health and performance, they can work harder than the age up to 60 and work without need some lobar or guardian to do their jobs, because they are still have a good condition to do their

The rights described in this chapter are cumulative of other rights or remedies to which an elderly individual may be entitled under law.

For the first time in history there is a possibility that there could be as many as five different generations working together and communicating amongst each other on a daily basis.Coming from all different era’s, and eached raised with different values and thought processes, these different generations each have their own impact on the workplace. Each generation has its pros and cons on how well they will work with the other generations, and the ways they effectively communicate amongst themselves.

There are a host of issues that surround age and ability in the workplace, but examining a few could give a glimpse in the magnitude of the challenge. First, Age, how does it affect a company’s ability to manage long term. Secondly, Ability to perform the assigned task continually.

The workforce is seeing up to five generations working together for the first time in history. People are choosing to work longer and delay retirement. Ultimately, the workforce could experience up to six generations working together. It’s the role of business leaders to embrace diversity and guide their teams to cohesion. Generational gaps can pose challenges in the workplace, but understanding each generation 's unique characteristics and skills sets will assist in effectively managing diversity to keep a peaceful coexistence.

Some negative examples of how people in the workforce perceive older adults in the workforce are that older workers produce lower quality work, inflexible, less productive and are resistant to change. Some employers believe older adult workers skills are dated or do not have the required set of competence needed. Giving training and continuing education opportunities as well as companies adapting these courses to those with less experience technically will help with ensuring that older adults continue to feel like a vital part of the business and keep working until they decide to

Workspace demographics now span four generations. A twenty-something hired this year can expect to find that they working with colleagues who are older than they are by fifty or more years. The reason for this is primarily due to labor shortages for trained personnel in many industries. In addition, many older workers are now delaying retirement due for economic or other reasons. Many of the baby boomer generation can now be expected to delay retirement into their seventies. (Randstad USA)

Age discrimination has long been present in society due to the rapid development happening around us. According to Farney, Aday & Breault (2006), this era of ageism is defined as "discrimination against any age group", but it often is pointed to age discrimination among adults which is slowly causing a negative effect for them in the workplace. In the workplace, adults with more experience and longer history behind them are targets of this ageism belief that companies and employers tend to have (Farney, Aday, & Breault, 2006). They are shunned and even fired in favor of accepting new and fresh faces for the company they have worked for. Unknown to most companies and employers, this notion of favoring the young and banishing the old can

Over the last few years there has been a growing concern over ageism in America’s places of business, not only through job advertisement, but also during the hiring process, among current employees, and even issues during the end of a person’s career. While there are many types of discrimination in the workplace, all of which are illegal, ageism is prevalent at every stage of a person’s career and can impact not only the employee or potential employee, but the whole company as wellcompany as a whole. Individuals who are over the age of sixty-five make up a large percent of the workforce, and many are dedicated to their employers, it’s when the employer believes that they can hire someone who is much young to do the work that ageism begins to play a role in their career. It isn’t till they companies see that it may take three younger employees to complete the task that of a senior employee.

Over the past 100 years, many analysts can see evident a rise and decline of the United States population. Looking further into the demographics there are currently 73 million millennials aging from 18 to 34 that will soon account for one in three adults by 2020 (Catalyst, 2012). However, despite the increase of millennials, the overall U.S population continues to grow older. Retirement is a subject of the past in this decade and many over the age of 65 are living and working longer thanks to better health and stability in jobs. In fact, the population of older Americans is expected to more than double by 2060 (Catalyst, 2012). Looking at these statistics overall, we are seeing an increase in both generations meaning they are most likely going to have meet face to face within the workplace. This in result, has made it possible to have five generations in the workplace simultaneously. This is truly remarkable and can have a great effect on a business. Looking in the past at how much has changed in the few years, there was only 10.8% of the 65 year old crowd still working in 1985. Presently, thanks to the U.S Bureau Labor Statistics predicts for the year 2020 will comprise of 22.6% of 65 year olds still working (Ganett Company, 2014).

This rapidly aging population indicate that countries will count with less working-age people in their economy. The private sector tends to discriminate people over 50 which limits their participation in the labor force affecting the economy of countries. “Businesses will soon have little choice but to be more attentive to the needs and capacities of older employees; their ability to adapt could become a source of competitive advantage.” (Bloom et al). A huge transition is coming, and we have to be prepared to deal with those

In conclusion, ageism in today’s times is a real form of discrimination and needs to be fixed. An individual’s skills and capabilities should be based on a personal level, not their age. The elderly and the young need just as much job opportunities as the middle-aged individuals living in the

Aging! We all do it every day, but have you ever thought how it is going to affect the rest of your life or more importantly your career? Aging isn’t something that we get to choose if we participate in, however working is, and aging may affect that choice. Right now, I want you to think about the age of sixty-five. What words pop into your head when you think of someone sixty-five? I’d imagine some of the words you thought of were retired, old, fragile, slow, as well as many others. Those words right there all help to explain the many concerns that one’s employer may have when hiring someone that is of the older population. When we think of the older population in the work force we don’t necessarily think of positive things, instead we think of things. When we think of this population in the workforce we generally think of lower production rates and higher costs. These can create issues among the older population, as employers must consider all the possibilities when hiring someone. We know that more people in the older population are continuing to try to continue their careers, but why? How hard is it for them to continue? What changes have made it easier? How are the younger and middle aged populations perceiving them in the work place? This are only some of the many question surrounding the increase of aged workers.

Aging population can be used as an advantage to increase economic rates growth by keeping them employed as long as possible (Nankervis et al. 2006, p.55). People who are working in a knowledge fields may increase their performance with age, however for more physical positions there is an opposite possibility of low performance with increasing age (Patrickson & Ranzijn, 2006). Consequently, specific jobs may have lack of professional employees. For example by separating workers and using older workers as experience type that can teach and train young employees, as well as use their knowledge will benefit organization in different departments. Also by using younger workers as routine workers or in more physical positions that are hard to perform for older employees will give them opportunity to earn more experience and will keep older employees working as well (Patrickson & Ranzijn, 2006). It is necessary for human resources to distribute their workforce accordingly and to provide required training for their young and old employees.