Gotowe bibliografie tematyczne / Ageing workforce

Gotowa bibliografia na temat „Ageing workforce”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Ageing workforce"

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Sims, Jane. "Our ageing workforce". Australasian Journal on Ageing 36, nr 1 (marzec 2017): 9. http://dx.doi.org/10.1111/ajag.12396.

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Graham, Elizabeth M., i Christine Duffield. "An ageing nursing workforce". Australian Health Review 34, nr 1 (2010): 44. http://dx.doi.org/10.1071/ah09684.

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There are well documented workforce shortages in nursing. Many strategies have been suggested to resolve the issue, including increasing migration or training places, changing skill mix or nurses’ roles, redesigning nursing work, and greater use of unregulated or unlicensed workers. One of the contributing and growing factors is the ageing of the workforce, but methods of retaining older employees have been given very little attention. This paper examines the impact of ageing on individuals, the ageing nursing workforce and the implications for government policy given its current status. What is known about the topic?A generation of ‘baby boomer’ nurses are reaching retirement age. The nursing workforce is in crisis due to there being less entrants to the workforce as a result of lower birth rates, wider choices of career, and nurses leaving the profession for less stressful, more satisfying jobs. What does this paper add?This paper outlines the necessity for the employment of retention strategies for older nurses in the workforce. It dispels myths about the functional capabilities of ageing nurses. What are the implications for practitioners?Health managers should canvass ageing nurses to discover strategies that would encourage them to extend their working life. Only then could it become feasible to plan practical solutions to ease the global nursing shortage.
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Gilroy, John, Kim Bulkeley, Folau Talbot, Josephine Gwynn, Kylie Gwynne, Mandy Henningham, Caroline Alcorso, Boe Rambaldini i Michelle Lincoln. "Retention of the Aboriginal Health, Ageing, and Disability Workforce: Protocol for a Mixed Methods Study". JMIR Research Protocols 10, nr 5 (28.05.2021): e25261. http://dx.doi.org/10.2196/25261.

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Background Despite a plethora of research into Aboriginal employment and recruitment, the extent and nature of the retention of frontline Aboriginal people in health, ageing, and disability workforces are currently unknown. In this application, frontline service delivery is defined as Aboriginal people who are paid employees in the health, ageing, and disability service sectors in roles that involve direct client, participant, or patient contact. There is a need to identify the factors that inhibit (push) and promote (pull) staff retention or departure of this workforce from the sectors. This study will provide additional insight about this topic. Objective The objective of this project is to uncover the factors that influence the retention of frontline Aboriginal workers in the health, ageing, and disability workforces in New South Wales (NSW) who do not have university qualifications. The aim of the proposed project aims to discover the push and pull factors for the retention of the frontline Aboriginal workforce in the health, ageing, and disability sectors in NSW in relation to their role, employment, and community and design evidence-based strategies for retaining the Aboriginal frontline workforce in the health, ageing, and disability sectors in NSW. Methods The proposed research will use a mixed methods approach, collecting both quantitative and qualitative data via surveys and interviews to capture and represent the voices and perspectives of Aboriginal people in a way that the participants chose. Results Indigenous research methodologies are a growing field in Aboriginal health research in Australia. A key strength of this study is that it is led by Aboriginal scholars and Aboriginal controlled organizations that apply an Indigenous methodological framework throughout the research process. Conclusions This study uses a mixed methods design. The survey and interview questions and model were developed in partnership with Aboriginal health, ageing, and disability service workers rather than relying only on research publications on the workforce, government policies, and human resources strategies. This design places a strong emphasis on generalizable findings together with an inductive approach that explores employers and workers’ lived experience of the Aboriginal health workforce in NSW. Excluding workers who have graduated from university places a strong focus on the workforce who have obtained either school or Technical and Further Education or registered training organizations qualifications. Data collection was conducted during the COVID-19 pandemic, and results will include the unique experiences of Aboriginal workers and employers delivering services in an extremely challenging organizational, community, and personal context. International Registered Report Identifier (IRRID) PRR1-10.2196/25261
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Varianou-Mikellidou, Cleo, Georgios Boustras, Olga Nicolaidou, Christos Dimopoulos i Neophytos Mikellides. "Measuring performance within the ageing workforce". Safety Science 140 (sierpień 2021): 105286. http://dx.doi.org/10.1016/j.ssci.2021.105286.

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Milanez, Ana. "Workforce Ageing and Labour Productivity Dynamics". Naše gospodarstvo/Our economy 66, nr 3 (1.09.2020): 1–13. http://dx.doi.org/10.2478/ngoe-2020-0013.

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AbstractThis paper adopts a neoclassical framework to study the effect of age composition of the working-age population on labour productivity and its determinants, based on an unbalanced panel of 64 non-oil-producing countries, over the period 1950-2017. Our first contribution comes from testing whether a shock in age structure has the ability to permanently shift labour productivity dynamics. From methodological standpoint, we try to reduce the risk of model mispecification in the existing literature, that has often overlooked the possibility of cross-sectional dependence in the data and heterogeneity in slope coefficients. We also note the importance of time series properties of the data for valid statistical inference. Our results indicate, that ageing of the working-age population depresses labour productivity growth; negative impact of individuals aged between 55 and 64 on total factor productivity growth is only partially offset by its positive impact on human and physical capital accumulation. For sustaining the current level of living standards, adoption of policies, which forestall the negative impact of older workers on innovation process and promote their positive impact on the supply of production factors, is of crucial importance. We do not find evidence, that higher public spending on education in% of GDP has such an effect.
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Čiutienė, Rūta, i Rasa Railaitė. "Challenges of Managing an Ageing Workforce". Procedia - Social and Behavioral Sciences 156 (listopad 2014): 69–73. http://dx.doi.org/10.1016/j.sbspro.2014.11.121.

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Hotopp, Ulrike. "The ageing workforce: A health issue?" Economic & Labour Market Review 1, nr 2 (luty 2007): 30–35. http://dx.doi.org/10.1057/palgrave.elmr.1410026.

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Ozanne-Smith, J., C. Jones, W. Watson i F. Kitching. "FATAL INJURY IN THE AGEING WORKFORCE". Injury Prevention 18, Suppl 1 (październik 2012): A12.2—A12. http://dx.doi.org/10.1136/injuryprev-2012-040580a.36.

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Dobrzyńska, Magdalena. "Life-course perspective and the ageing of the workforce in the context of public policy". Occupational Safety – Science and Practice 567, nr 12 (18.12.2018): 12–16. http://dx.doi.org/10.5604/01.3001.0012.7787.

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Demographic changes in European societies influence the ageing of the workforce and changes in career paths of workers in the European Union. Member States and EU agencies take various actions to counteract the negative consequences of the ageing of the workforce. This article discusses the importance and practical application of the life-course perspective in the activities of EU agencies. Its first part outlines the problem of the ageing of the workforce . Next, the article presents the life-course perspective as a theoretical concept in social policy and its relevance to the concept of ageing. Then, the article describes the legal basis, the programme and the activities undertaken by four EU agencies. The summary predicts future trends in public policies towards the ageing of the workforce together with arguments in favour of the need for a holistic approach.
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Alves, Joel, Tânia M. Lima i Pedro D. Gaspar. "Novel Design of Assistive Technologies Based on the Interconnection of Motion Capture and Virtual Reality Systems to Foster Task Performance of the Ageing Workforce". Designs 7, nr 1 (1.02.2023): 23. http://dx.doi.org/10.3390/designs7010023.

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Demographic changes, increasing life expectancy, and increasing healthy life expectancy lead to an increasingly ageing workforce. This condition has a growing impact on the workforce in today’s industries. However, old workers are not a burden for companies and industries. They are a fundamental part of the industrial ecosystem due to the consistency of their human factors, namely their large knowledge, experience, and decision-making ability. For this reason, the ageing workforce must be incorporated and engaged through the introduction of digital age technologies to improve their working conditions and extend their active life. This paper focuses on a novel design of assistive technologies based on the interconnection of motion capture (MoCap) and virtual reality (VR) systems as a driver for the improvement of the task performance of the ageing workforce. We intend to explore how this technological tool can help and enhance the work of the ageing workforce. For this, we study two different areas of application: the training, learning, and communication of the older workers and the ergonomic analysis and workplace design for the ageing operators. In the end, a pilot study is proposed to apply this technology in real work environments.
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Rozprawy doktorskie na temat "Ageing workforce"

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Shacklock, Kate Herring, i n/a. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting". Griffith University. Griffith Business School, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060818.144021.

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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.
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Shacklock, Kate Herring. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting". Thesis, Griffith University, 2005. http://hdl.handle.net/10072/366714.

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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
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Schröder, Heike Simone, Michael Müller-Camen i Mathew Flynn. "The management of an ageing workforce: organisational policies in Germany and Britain". Wiley, 2014. http://dx.doi.org/10.1111/1748-8583.12043.

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Demographic change as well as pressure from the European Union and national government are forcing organisations to change age-discriminatory Human Resource Management (HRM) approaches. Based on a qualitative analysis of eight British and German organisations, we found that commitment, scope, coverage and implementation of age management differ due to country-specific institutions, particularly government, in nudging employers and unions to preferred age practices. This confirms the path-dependency concept suggested by institutional theory. Nevertheless, we also found that industry-specific factors mediate the implementation of age management, leading to some convergence across countries. This indicates that organisations deviate from the institutional path to implement practices that they deem important. (authors' abstract)
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Dunham, Annette Heather. "Knowledge Management in the Context of an Ageing Workforce: Organizational Memory and Mentoring". Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/4716.

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Organizational memory has significant potential for companies’ competitive advantage, with mentoring considered a particularly effective method of transferring this knowledge. Older workers are often considered ideal mentors because of their experience and alleged willingness to pass on their knowledge. There is an associated assumption that these workers anticipate and experience positive outcomes from mentoring others. This thesis tested if these assumptions hold up in 21st century workplaces - some discriminatory practices towards older workers and a career contract that no longer guarantees employment, may discourage knowledge sharing. An organizational memory scale was constructed to help test the assumptions and an exploratory factor analysis involving 143 employees from eight companies resulted in 21 items and five correlated factors including socio-political knowledge, job knowledge, external network, history, and industry knowledge. Two confirmatory factor analyses, the first involving 287 employees and the second 115 retirees, found support for five correlated first-order factors and a second order factor, organizational memory. In a third study involving 134 employees, support was found for a model of organizational memory and empowerment. Age was found to relate to organizational memory but this relationship was mediated by organizational tenure. In turn, organizational memory was found to relate to psychological empowerment and the frequency with which participants were requested to share knowledge at work. Organizational memory, empowerment and request to train and mentor others also positively related to organization-based self-esteem. In the fourth study, an organizational case study involving 78 employees, support was found for a model of organizational memory and the intention to mentor within the context of an aging workforce. Generativity and the expected cost of the time and effort involved in mentoring mediated the relationship between organizational memory (specifically, socio- political knowledge) and the intention to mentor. Furthermore those participants with high scores on both organizational memory and occupational self-efficacy anticipated more cost in time and effort, and indicated less intention to mentor, than those with high organizational memory but low occupational self-efficacy. These findings challenge the assumption that experienced workers are, as a matter of course, willing to mentor others. In a final study involving 96 retired individuals, there were no significant differences found between retirees with and those without experience as a mentor, in career satisfaction and unwelcome work ruminations. However notably, the study showed that participants did experience unwelcome work ruminations even (as in the case of some) well into retirement. The thesis concludes with a summary of findings as they relate to the assumptions under examination, an outline of the overall implications of the findings for future research and for organizational practice, and closing remarks about the overall research contribution of the thesis.
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Krutrök, Malin. "Hur förlänger vi arbetslivet? : En kvalitativ studie om äldre arbetskraft inom Luleå kommuns gymnasieskolor". Thesis, Umeå universitet, Pedagogiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-128537.

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Luleå kommun står inför en stor generationsväxling kommande år, där efterfrågan på arbetskraft kommer vara större än utbudet. En allt äldre befolkning gör att de som arbetar måste försörja fler. Om äldre arbetskraft arbetar längre skulle det ge stora effekter på den framtida sysselsättningen och försörjningsbördan. Studiens syfte har därför varit att undersöka pensionspreferenserna hos äldre gymnasielärare inom Luleå kommun och identifiera de olika bakgrundsfaktorer som påverkar deras önskemål gällande ålder för ålderspensionering. Målsättningen med studien har varit att skapa en förståelse kring äldre arbetskraft som ska generera i ett underlag för Luleå kommuns arbete med äldre arbetskraft och möjligheten att förlänga arbetslivet. Genom kvalitativa intervjuer med fyra gymnasielärare och två rektorer har resultatet visat att majoriteten av lärarna är inställda att arbeta fram till 65 års ålder. De faktorer som påverkar pensionsbeslutet är hälsan i första hand men även påverkansmöjligheter och ekonomin. Lärarna är i stort positiva till att kunna förlänga arbetslivet men för att stanna kvar längre vill de få vara delaktiga och kunna påverka sin arbetssituation där arbetskraven anpassas efter arbetsförmåga. Lönepåslag eller möjlighet att gå ner i tid ökar även förutsättningen för att lärarna kan tänka sig att stanna kvar i arbetslivet längre.
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Saarteinen-Erben, Jaana. "fostering productivity, innovation and an extended workforce contribution of a professional ageing workforce; A study of management perceptions in a global pharmaceutical corporation". Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.529419.

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Wai, Chun Yip Thomas. "Lessons from Singapore How to manage the ageing workforce in corporations effectively in an industrialized country /". St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/07612906001/$FILE/07612906001.pdf.

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Sprenger, Gabriele [Verfasser]. "Pay Flexibility in an Ageing Workforce. A Model of Pay for the German Building Trade / Gabriele Sprenger". München : GRIN Verlag, 2020. http://d-nb.info/1215103492/34.

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Edge, C. E. "Ageing, health and retirement choices in a diverse workforce : a case study of a large private sector retail organisation". Thesis, University of Salford, 2017. http://usir.salford.ac.uk/43769/.

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State pension age is due to rise to 68 years in the UK for both men and women by 2046 and the statutory retirement age has been removed. Organisations need to better adapt to the needs of their older employees. Research suggests that a growing number of people want to remain employed past traditional retirement age if the correct conditions are in place such as flexible working arrangements or measures to improve employees’ enjoyment of their work. Health is a key predictor of retirement. Good health acts as an enabler to extending working life. This research aims to explore the factors that enable or inhibit people to work for longer, post traditional retirement age, in a large UK based private sector retail organisation. There are two phases to the study: Phase One is the descriptive and inferential secondary data analysis of existing human resource data in relation to the health and wellbeing of the work force. This is based on a cohort of the employee work force in the retail sector taken over a three-year period from 2011-2013 (2013 data N=76,379) with a focus on workers aged ≥ 50 (n=19,244). The second phase is a qualitative study using semi-structured interviews with a purposive sample of 30 participants: 15 employees aged ≥ 60 and 15 supervisors supporting these employees. The aim of phase two is to explore employee experiences of nearing or working beyond state pensionable age, as well as the factors enabling and inhibiting people to work for longer. Phase Two also explores the organisational and store level factors that enable and inhibit people to work for longer. Findings from Phase One show that 76% of workers aged ≥ 50 in the study population (n=14,596) are female. Specific needs associated with female older workers are reflected in the rates of mental ill-health, whereby the largest increases in proportion of ‘mental ill health’ cases across three years were found in the older female worker group. Older workers represent 25% of employees, but account for 39% of all long-term sickness. Although men had fewer instances of time off for mental ill health issues, for long-term absence males had significantly higher recovery time (M=63days, SD=54 days) than females (M=57 days, SD=47 days). Female older employees and those in the north of England had a significantly higher probability of retirement during 2-years follow-up. Older workers showed gendered workplace sickness absence trends and ill health was been found to be a key predictor of retirement. In Phase Two the majority of older workers and supervisors reported that facilitators to extending their working lives were: the values of the organisation in respect of its ethos and long history within the community; good health; the social aspects of work, which were considered to be beneficial for health; good support from supervisors; good team dynamics; positive self-perceptions of ageing; and a choice in shift patterns with a preference for morning shifts. Perceived barriers to extended working life included poor health, negative impacts of work on health, for example due to issues such as prolonged standing, and a lack of respect and support from management and colleagues, specifically in respect of: • Intergenerational (across the generations from young to old) barriers. • The majority of older females interviewed experienced a lack of choice to EWL e.g. caring responsibilities acted as a barrier to EWL. To address these barriers, it is suggested that flexible working practices and choice of shift patterns should be considered as well as practices harnessing the social and community aspects of work. Further, it is recommended that an organisational approach to championing age and EWL as part of an overall life-course approach to diversity management should be implemented.
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Merkes, Monika, i monika@melbpc org au. "A longer working life for Australian women of the baby boom generation? � Women�s voices and the social policy implications of an ageing female workforce". La Trobe University. School of Public Health, 2003. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20051103.104704.

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With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.
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Książki na temat "Ageing workforce"

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Wassink, Nicole. Your workforce is ageing---are you ready? Ottawa: Conference Board of Canada, 2001.

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Alan, Walker. Managing an ageing workforce: A guide to good practice. Dublin: European Foundation for the Improvement of Living and Working Conditions, 1997.

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Wassink, Nicole. Your workforce is ageing ... are you ready?: Situational analysis. Ottawa, Ont: Conference Board of Canada, 2001.

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Directors, Institute of. Extending working lives: How businesses can benefit from the skills of an ageing workforce. London: Institute of Directors, 2009.

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James, Buchan. Carry on nursing?: The implications of the ageing nursing workforce for employees and employers. London: The College, 1998.

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Moody, Harry R. Economic Foundations for Creative Ageing Policy: Volume I Context and Considerations. New York: Palgrave Macmillan, 2015.

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Adler, Richard. Economic Foundations for Creative Ageing Policy, Volume II: Putting Theory into Practice. New York: Palgrave Macmillan, 2017.

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The engaging leader: Winning with today's free agent workforce. Chicago: Dearborn Trade, 2003.

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Walker, Alan. Managing an ageing workforce: A guide to good practice. Bernan Associates [distributor], 1999.

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Flynn, Matt, Emma Parry, Anthony Chiva i Yuxin Li. Managing the Ageing Workforce in the East and the West. Emerald Publishing Limited, 2017.

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Części książek na temat "Ageing workforce"

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Ennals, Richard. "Ageing of the Workforce". W Work Life 2000 Yearbook 1 1999, 35–55. London: Springer London, 1999. http://dx.doi.org/10.1007/978-1-4471-0879-5_4.

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Nemeskéri, Zsolt, Iván Zádori, Antal Tibold i Gábor Szécsi. "HRD for an Ageing Workforce". W The Future of HRD, Volume II, 177–98. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-52459-3_7.

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Sheerin, Fintan, Philip McCallion i Mary McCarron. "Responding to Changing Workforce Realities". W Handbook on Ageing with Disability, 323–36. 1 Edition. | New York City : Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9780429465352-28.

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Hall, Martin, i Andrea Rathbone. "BMW Group Case Study: Help a Workforce to Age". W Challenges of Active Ageing, 257–62. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-53251-0_12.

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Radford, Katrina, Geoffrey Chapman, Hugh T. J. Bainbridge i Beni Halvorsen. "The Ageing Population in Australia: Implications for the Workforce". W Work and Identity, 39–54. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-73936-6_4.

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Spoladore, Daniele, Turgut Cilsal i Marco Sacco. "An Ontology-Based Ambient Intelligence Framework for Ageing Workforce". W Lecture Notes in Networks and Systems, 339–53. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-16078-3_22.

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Guthrie, Hugh, i Phil Loveder. "The Ageing TVET Workforce in Australia: Issues and Challenges^1". W International Handbook of Education for the Changing World of Work, 2487–98. Dordrecht: Springer Netherlands, 2009. http://dx.doi.org/10.1007/978-1-4020-5281-1_164.

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Torku, Alex, Turker Bayrak, Stephen Olubodunwa Ogunlana, Albert Ping Chuen Chan i De-Graft Owusu-Manu. "Are the Ageing Workforce Satisfied with the Construction Work Environment?" W Collaboration and Integration in Construction, Engineering, Management and Technology, 101–6. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-48465-1_17.

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Chatzikonstantinou, Ioannis, Aris Papaprodromou, Maria Loeck, Rosa Carreton, Sofia Segkouli, Andreas Triantafyllidis, Dimitrios Giakoumis, Konstantinos Votis i Dimitrios Tzovaras. "Shift Scheduling for the Effective Management of the Ageing Workforce". W Lecture Notes in Computer Science, 229–41. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-05028-2_15.

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Zülch, Gert, Martin Waldherr i Marcel Becker. "Effects of an Ageing Workforce on the Performance of Assembly Systems". W Age-Differentiated Work Systems, 65–87. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-35057-3_4.

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Streszczenia konferencji na temat "Ageing workforce"

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Shammas, Eva Lund. "Planning for an Ageing Workforce". W SPE Asia Pacific Health, Safety, and Security Environment Conference and Exhibition. Society of Petroleum Engineers, 2007. http://dx.doi.org/10.2118/108552-ms.

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de Vere, Ian, Wil Dim i Jacob Sheahan. "DESIGNING TO ENABLE AN AGEING WORKFORCE". W 24th International Conference on Engineering and Product Design Education. The Design Society, 2022. http://dx.doi.org/10.35199/epde.2022.23.

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Zafar, Afnan, i Marja Ahola. "Finnish Firms and the Employment of Foreign Workers". W 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001858.

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Streszczenie:
Developed countries have vastly depleted workforces because of their ageing populations. Finland is one of the countries suffering from labour shortages in all areas. At the same time, existing immigrants cannot find suitable work in Finnish firms due to language and integration barriers. This paper aims to explore the importance of the Finnish language in recruiting workers with foreign backgrounds, the need for a foreign workforce and the openness of Finnish firms to cooperation in solving these issues. The focus is on the recruitment barriers and the shortage of the workforce side of the data. The data have been collected from 36 firms from Finland in an interview form between 2020 and 2021 and qualitatively analysed and interpreted. The study explains the level of need for foreign workforces in Finnish firms and their willingness to cooperate with facilitating projects and funding bodies. It also connects the project findings to Finland’s official strategic focus for 2030.
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Boot, CRL. "1609c Chronic disease and work: challenges for the ageing workforce". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1562.

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Pollack, J. "Responding to an ageing workforce and the implications for engineering management". W 2012 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2012. http://dx.doi.org/10.1109/ieem.2012.6837854.

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Angelika, Bashkireva. "1118 Occupational and demographic risks of accelerated ageing in russian workforce". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.117.

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Koh, Tas Yong, Steve Rowlinson i Stephen Pollock. "Dealing with Ageing Workforce in the Hong Kong Construction Industry: an Initial Exploration". W Creative Construction Conference 2019. Budapest University of Technology and Economics, 2019. http://dx.doi.org/10.3311/ccc2019-091.

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Quinn, Margaret. "973 Healthy ageing, healthy work: a global perspective on the home care workforce". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.27.

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Copsey, SM, i Elke Schneider. "1169 The ageing workforce, women and the implications for occupational safety and health". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.120.

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Chan, Alan, Bonnie Yau, Alice Lam i Carol Lo. "395 Occupational safety and health challenges of an ageing workforce in Hong Kong". W 14th World Conference on Injury Prevention and Safety Promotion (Safety 2022) abstracts. BMJ Publishing Group Ltd, 2022. http://dx.doi.org/10.1136/injuryprev-2022-safety2022.177.

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Raporty organizacyjne na temat "Ageing workforce"

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Privalko, Ivan, Helen Russell i Bertrand Maître. The ageing workforce in Ireland: Working conditions, health and extending working lives. ESRI, październik 2019. http://dx.doi.org/10.26504/rs92.pdf.

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