Artykuły w czasopismach: „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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Brooke, Elizabeth. "Workforce ageing in theAustralasian Journal on Ageing: Laying the research foundations". Australasian Journal on Ageing 37, nr 1 (marzec 2018): 9–10. http://dx.doi.org/10.1111/ajag.12513.

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Calvo-Sotomayor, Iñigo, Jon Paul Laka i Ricardo Aguado. "Workforce Ageing and Labour Productivity in Europe". Sustainability 11, nr 20 (22.10.2019): 5851. http://dx.doi.org/10.3390/su11205851.

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This article analyses the influence of workforce ageing on labour productivity in Europe. This question is relevant because of the impact it may have on economic activity, social security systems sustainability and the wellbeing of the population. The method applied is a quantitative contrast using the panel data technique for 24 countries in the period 1983–2014. This research is framed in the open conversation in the literature on the possible impact of ageing on productivity and takes as reference the seminal work of James Feyrer and the contrast model developed by Shekhar Aiyar, Christian Ebeke, and Xiaobo Shao. The results obtained show how a 1% increase in the workforce between the ages of 55 and 64 is related to a decrease of the annual increase in productivity between −0.106% and −0.479%. The main contribution of the article is to provide, as far as the authors are aware, the first evidence of this negative relationship for the period 1983–2014, in addition to suggesting that the influence of ageing on productivity may be reduced by the evolution of the economies in question toward capital and/or knowledge-intensive sectors.

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White, C. "Ageing workforce will exacerbate NHS staffing crisis". BMJ 325, nr 7377 (14.12.2002): 1382. http://dx.doi.org/10.1136/bmj.325.7377.1382.

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Gahan, Peter, Raymond Harbridge, Joshua Healy i Ruth Williams. "The Ageing Workforce: Policy Dilemmas and Choices". Australian Journal of Public Administration 76, nr 4 (9.12.2016): 511–23. http://dx.doi.org/10.1111/1467-8500.12232.

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Case, Keith, Amjad Hussain, Russell Marshall, Stephen Summerskill i Diane Gyi. "Digital Human Modelling and the Ageing Workforce". Procedia Manufacturing 3 (2015): 3694–701. http://dx.doi.org/10.1016/j.promfg.2015.07.794.

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Nicholson, Paul J., i Chris Sharp. "Addressing the challenge of an ageing workforce". Occupational Medicine 66, nr 7 (7.09.2016): 502–3. http://dx.doi.org/10.1093/occmed/kqw105.

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Ilmarinen, J. "The ageing workforce—challenges for occupational health". Occupational Medicine 56, nr 6 (1.09.2006): 362–64. http://dx.doi.org/10.1093/occmed/kql046.

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Sherman, Rose O., Lenny Chiang-Hanisko i Rebecca Koszalinski. "The ageing nursing workforce: a global challenge". Journal of Nursing Management 21, nr 7 (październik 2013): 899–902. http://dx.doi.org/10.1111/jonm.12188.

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Farr-Wharton, Ben, Tim Bentley, Leigh-ann Onnis, Carlo Caponecchia, Abilio De Almeida Neto, Sharron O’Neill i Catherine Andrew. "Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces". International Journal of Environmental Research and Public Health 20, nr 3 (3.02.2023): 2725. http://dx.doi.org/10.3390/ijerph20032725.

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At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee psychological health and retention within organizations, through the mediation of ageism and work–life conflict. The results support our hypothesis that OW-HRPs are associated with lower ageism, better work–life balance; and in combination these reduce psychological distress and help retain older workers in the workforce. We conclude that OW-HRPs can foster work environments conducive to older worker wellbeing, supporting the retention of talent and maintaining effectiveness, in the face of substantial labour supply challenges brought on by the COVID-19 pandemic and an ageing population.

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Connell, Julia, Alan Nankervis i John Burgess. "The challenges of an ageing workforce: an introduction to the workforce management issues". Labour & Industry: a journal of the social and economic relations of work 25, nr 4 (14.09.2015): 257–64. http://dx.doi.org/10.1080/10301763.2015.1083364.

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Van Dalen, Hendrik P., Kène Henkens i Joop Schippers. "How do employers cope with an ageing workforce?" Demographic Research 22 (4.06.2010): 1015–36. http://dx.doi.org/10.4054/demres.2010.22.32.

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Guillemard, Anne-Marie, Philip Taylor i Alan Walker. "Managing an Ageing Workforce in Britain and France". Geneva Papers on Risk and Insurance - Issues and Practice 21, nr 4 (październik 1996): 478–501. http://dx.doi.org/10.1057/gpp.1996.32.

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Becker, Karen, Julie Fleming i Wilhelmina Keijsers. "E‐learning: ageing workforce versus technology‐savvy generation". Education + Training 54, nr 5 (29.06.2012): 385–400. http://dx.doi.org/10.1108/00400911211244687.

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Taylor, Philip E., i Alan Walker. "The Ageing Workforce: Employers' Attitudes Towards Older People". Work, Employment & Society 8, nr 4 (1.12.1994): 569–91. http://dx.doi.org/10.1177/0950017094008004006.

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Taylor, Philip E., i Alan Walker. "The Ageing Workforce: Employers' Attitudes towards Older People". Work, Employment and Society 8, nr 4 (grudzień 1994): 569–91. http://dx.doi.org/10.1177/095001709484005.

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This article reports the results of a national postal survey of employers' attitudes and policies towards older workers supported by the ESRC. The survey's key findings are discussed in the context of the declining labour force participation of older people over the last twenty years and the recent turnaround in official and some employer attitudes towards this group. Findings of particular importance are those relating to the sectoral differences in employers' orientations towards older workers, such as the larger proportion of those in the production and construction than in the service sectors who were using early retirement schemes and the differences in strategic responses to the ageing workforce, with the service sector leading production, construction and manufacturing; the impact of employers' perceptions of older workers' lack of appropriate skills which, when coupled with figures illustrating the lack of access of older people to both official and employer training programmes, suggests a self-fulfilling prophecy; and the surprising support given by employers for anti-age discrimination legislation. Data from the survey are also used to test the model put forward by Atkinson (1989) suggesting that employers' policies develop incrementally. The article concludes by arguing that the educative approach favoured by the government is not likely to have a significant impact on the employment prospects of older workers. Therefore this group is likely to be increasingly confined to a choice between low-skill/low-wage jobs in the service sector or non-employment.

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Croce, Giuseppe, Andrea Ricci i Giuliana Tesauro. "Pensions reforms, workforce ageing and firm-provided welfare". Applied Economics 51, nr 32 (23.02.2019): 3480–97. http://dx.doi.org/10.1080/00036846.2019.1581911.

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Syed, Jawad. "The Ageing Workforce: Australian Policies in Historical Context". International Journal of Diversity in Organizations, Communities, and Nations: Annual Review 5, nr 6 (2006): 1–8. http://dx.doi.org/10.18848/1447-9532/cgp/v05i06/39160.

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Stichler, Jaynelle F. "Healthy work environments for the ageing nursing workforce". Journal of Nursing Management 21, nr 7 (październik 2013): 956–63. http://dx.doi.org/10.1111/jonm.12174.

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Hank, Karsten, i Marcel Erlinghagen. "Perceptions of Job Security in Europe’s Ageing Workforce". Social Indicators Research 103, nr 3 (12.09.2010): 427–42. http://dx.doi.org/10.1007/s11205-010-9710-8.

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Spoladore, Daniele, i Alberto Trombetta. "Ambient Assisted Working Solutions for the Ageing Workforce: A Literature Review". Electronics 12, nr 1 (27.12.2022): 101. http://dx.doi.org/10.3390/electronics12010101.

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The increase in older workers in industrialized countries has become evident in the past two decades. The need to support the ageing workforce to effectively perform their tasks has resulted in Ambient Assisted Working (AAW), consisting of developing “smart” systems that can adapt themselves to workers’ needs by exploiting ambient intelligence (AmI) solutions. In AAW, AmI provides flexible workplace adaptations for a wide range of older workers (including persons characterized by chronic conditions and disabilities), while ensuring the ageing workforce’s safety and comfort within the workplace. This work proposes a systematic literature review with the aim of identifying trends among existing AAW solutions specifically designed for older workers. The review adopted the PRISMA methodology, focusing on journal articles and surveying more than 1500 works. The review underlined an absence of articles completely devoted to this research question. Nonetheless, by extending the research question to existing AmI solutions for workers that could potentially be able to support older workers in performing their working activities, it was possible to draw some considerations on the adoption of AmI for the ageing workforce. Among them, the review identified the different types of supporting AmI solutions provided to AAW, which technologies were adopted, and which workplaces were investigated the most. Finally, this work leveraged the findings of the review process to sketch some future research directions for AAW as a discipline.

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Gong, Cathy Honge, i Xiaojun He. "Factors Predicting Voluntary and Involuntary Workforce Transitions at Mature Ages: Evidence from HILDA in Australia". International Journal of Environmental Research and Public Health 16, nr 19 (8.10.2019): 3769. http://dx.doi.org/10.3390/ijerph16193769.

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The fast population ageing has generated and will continue to generate large social, economic and health challenges in the 21th century in Australia, and many other developed and developing countries. Population ageing is projected to lead to workforce shortages, welfare dependency, fiscal unsustainability, and a higher burden of chronic diseases on health care system. Promoting health and sustainable work capacity among mature age and older workers hence becomes the most important and critical way to address all these challenges. This paper used the pooled data from the longitudinal Household, Incomes and Labour Dynamics in Australia (HILDA) survey 2002–2011 data to investigate common and different factors predicting voluntary or involuntary workforce transitions among workers aged 45 to 64. Long term health conditions and preference to work less hours increased while having a working partner and proportion of paid years decreased both voluntary and involuntary work force transitions. Besides these four common factors, the voluntary and involuntary workforce transitions had very different underlying mechanisms. Our findings suggest that government policies aimed at promoting workforce participation at later life should be directed specifically to life-long health promotion and continuous employment as well as different factors driving voluntary and involuntary workforce transitions, such as life-long training, healthy lifestyles, work flexibility, ageing friendly workplace, and job security.

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Cebulla, Andreas, i David Wilkinson. "Responses to an Ageing Workforce: Germany, Spain, the United Kingdom". Business Systems Research Journal 10, nr 1 (1.04.2019): 120–37. http://dx.doi.org/10.2478/bsrj-2019-0009.

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AbstractBackground: An ageing workforce is a challenge for businesses that are increasingly expected to adapt workplaces to enable employees to remain in work longer. Emerging evidence highlights employer practices to attract or retain older workers. This paper explores employers’ motivations for introducing measures to accommodate an older workforce in three European case study countries. Objectives: The objective is to illustrate and understand different approaches to, and stages in, adjusting workplaces to accommodate an ageing workforce. Methods/Approach: The study combines case studies, including site visits and interviews, with expert consultations. Results: The research finds marked between-country differences, with United Kingdom case studies highlighting a strong emphasis on age-neutral practices shaped by legislation; age-confident practices in Germany resulting from collaborative arrangement between employers and trades unions (with legislation permissive towards age discrimination); business in Spain remaining relatively inactive, despite evidence of people expecting to work longer in life. Conclusions: Diverging employer motivations and responses to the challenge of an ageing workforce risk a multi-speed Europe in age-confident workplace innovation. A concerted effort that draws on the multiple factors that motivate initiative would be required to achieve good working conditions for older workers across Europe.

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Madichie, Nnamdi O., i Margaret Nyakang’o. "An exploratory insight into the workplace demographic challenges in the public sector". Employee Relations 38, nr 6 (3.10.2016): 859–85. http://dx.doi.org/10.1108/er-01-2015-0002.

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Purpose The purpose of this paper is to investigate the need for a Strategic Workforce Plan (SWP) in a public sector organization (PSO) confronting an ageing workforce situation. Design/methodology/approach The study is based upon an action research protocol with a view to initiating change through SWP developed in-house at a PSO that is arguably the custodian of workplace diversity. Findings The findings reveal a general consensus on the ageing workforce challenges at the PSO requiring the need to revisit the status quo on the recruitment and retention strategies as well as succession planning and talent management practices within the organization. Research limitations/implications The study highlights the case of a PSO that has set about addressing the workplace demographic challenge by involving employees to become more reflexive in their engagement within the organization, which serves the dual purpose of “custodian” and “role model” for the country. Originality/value The challenge of an ageing workforce is not common occurrence in developing countries such as Kenya. However the manifestations of this unusual occurrence, and attempts to “nip things in the bud”, using an internally generated SWP with a view to changing the status quo is a demonstration of organizational learning and employee buy-in.

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Znidarsic, Jana, Sandra Penger i Vlado Dimovski. "Should I Stay Or Should I Go: The Role Of Communication In Striving To Retain Older Employees". International Journal of Management & Information Systems (IJMIS) 15, nr 4 (12.09.2011): 1. http://dx.doi.org/10.19030/ijmis.v15i4.5791.

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The impact of population ageing that goes hand in hand with ageing of the workforce is already deeply felt on European labor markets including Slovenian and will manifest itself more prominently in the next years. One of the most discussed policy options that would mitigate possible negative consequences of population and workforce ageing is to promote that older employees work longer, even after the age of 65. But this scenario is not an easy one. Prolonging working life can only be done by enabling older workers to remain productive, thus able and willing to work. By implementing active ageing policies at workplace, the employers can play an exceptional role in persuading older workers to prolong their working lives for their own well-being and for the good of society. The aim of this paper is to highlight the importance of communication when older workers are deciding whether to stay or not.

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TAYLOR, PHILIP, CHRISTOPHER MCLOUGHLIN, ELIZABETH BROOKE, TIA DI BIASE i MARGARET STEINBERG. "Managing older workers during a period of tight labour supply". Ageing and Society 33, nr 1 (3.12.2012): 16–43. http://dx.doi.org/10.1017/s0144686x12000566.

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ABSTRACTThis article reports on a recent survey of employer attitudes and policies towards older workers in Australia at a time of sustained economic growth and ongoing concerns about labour shortages. Findings from a survey of 590 employers with more than 50 employees in the State of Queensland point to an unusually strong orientation towards the recruitment of older workers among respondents, although the retraining of older workers is not prioritised by the majority. The issue of workforce ageing is viewed as being of medium-term importance by the majority of respondents, although for a substantial number the issue is of immediate concern. Both sector and organisation size are predictive of the application of a broad range of policies targeting older workers, with public-sector and larger organisations more likely to be active. Concerns about workforce ageing and labour supply are predictive of employer behaviours regarding older workers, suggesting that sustained policy making may be emerging in response to population ageing over and above more immediate concerns about labour shortages and that this broad thrust of organisational policy making may be immune to the point in the economic cycle. This study found no evidence that the flexible firm will not countenance an ageing workforce.

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Waters, Petra Kendall-Raynor and Adele. "Job cuts and ageing workforce spell nurse shortage timebomb". Nursing Standard 23, nr 30 (2.04.2009): 6. http://dx.doi.org/10.7748/ns.23.30.6.s4.

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Guerrazzi, Marco. "Workforce ageing and the training propensity of Italian firms". European Journal of Training and Development 38, nr 9 (28.10.2014): 803–21. http://dx.doi.org/10.1108/ejtd-06-2014-0047.

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Purpose – The purpose of this paper is to take into consideration the propensity to offer vocational training of a large sample of Italian private firms by retrieving cross-sectional data from INDACO (2009). Design/methodology/approach – Estimating a probit model, the author assesses how the age and the gender composition of the employed workforce, as well as a set of relevant corporate characteristics, such as size, sector, geographical location, innovation strategies, R&D investments and use of social safety valves, are linked to the willingness of firms to supply on-the-job training. Findings – First, as far as the average age of the whole employed workforce is concerned, it was found that the propensity of surveyed firms toward training provision follows an inverted U-shaped pattern. Furthermore, it was shown that larger firms have a higher training propensity with respect to small firms, and the same attitude holds for productive units that adopted innovation strategies and/or invested in R&D projects. By contrast, it was found that the propensity to support training activities is negatively correlated to the percentage of employed women and the use social valves. Research limitations/implications – The sample of business units taken into consideration is quite large, but it has some biases toward larger and manufacturing firms. Moreover, the cross-sectional perspective of the analysis does not allow implementation of the finer identification procedures that can be applied with panel data. Furthermore, the lack of employer – employee linked data does not allow to fully address the issue of compliance to training activities. Social implications – From a policy point of view, the results shown throughout the paper suggest some broad guidelines. First, especially in small firms, vocational training for young and older workers should be somehow stimulated. Moreover, as far as mature employees are concerned, those interventions should be framed in an active ageing perspective. Subsidies and targeted job placement programmes are often claimed as being the most appropriate ways to improve the underprivileged position of older workers. However, continuous learning during the whole working life still appears as the most effective device to reduce the employment disadvantages in the older years. Originality/value – While there are a number of papers that study the age patterns of training participation by using workers’ data retrieved from personnel and/or labour force surveys, this work is the first attempt to provide a probabilistic assessment of the decisions of Italian firms regarding training provision by taking into account the ageing perspectives of the incumbent workforce.

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Dumay, John, i Jim Rooney. "Dealing with an ageing workforce: current and future implications". Journal of Human Resource Costing & Accounting 15, nr 3 (6.09.2011): 174–95. http://dx.doi.org/10.1108/14013381111178578.

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Schmahl, Winfried. "Ageing Workforce: Firm Strategies and Public Policy in Germany". Geneva Papers on Risk and Insurance - Issues and Practice 28, nr 4 (październik 2003): 575–95. http://dx.doi.org/10.1111/1468-0440.00247.

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Michaelis, Jochen, i Martin Debus. "Wage and (un-)employment effects of an ageing workforce". Journal of Population Economics 24, nr 4 (19.06.2010): 1493–511. http://dx.doi.org/10.1007/s00148-010-0325-9.

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Leyhausen, Frank. "An ageing workforce: a major challenge to German SMEs". International Journal of Human Resources Development and Management 9, nr 2/3 (2009): 312. http://dx.doi.org/10.1504/ijhrdm.2009.023460.

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Peacock, Amanda, Brandon Adams i Swee Tan. "New Zealand plastic and reconstructive surgery workforce: update and future projections". Australasian Journal of Plastic Surgery 3, nr 2 (30.09.2020): 3–10. http://dx.doi.org/10.34239/ajops.v3n2.206.

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Objectives: Population growth in New Zealand (NZ) has occurred faster than previously forecast. As a result, previous workforce predictions are outdated and must be adjusted to ensure adequate access to plastic and reconstructive surgery (PRS) services. This paper presents an update of the PRS workforce and its projected needs, and the distribution of reconstructive surgeons (PRSn) in NZ. Methods: The number of practising PRSn and trainees, and the total medical workforce were reviewed, along with population statistics modelling with a focus on the ageing population. Comparisons were made to previous data and forecasts from 2013. Results: Previous population modelling predicted that NZ would reach five million by 2027. However, updated population data show that this figure was surpassed in 2020 and that the population will be approximately 5,374,655 in 2028. The PRS workforce has continued to grow in relation to overall population growth. The PRSn to population ratio (PRSPR) has improved since 2013 with a current ratio of approximately 1/69,000. However, a vast workforce maldistribution remains. Conclusion: The overall PRSPR in NZ appears satisfactory for the ageing population. However, the vast workforce maldistribution remains unchanged and this presents a barrier to equitable access to public PRS services, especially in provincial NZ.

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Lee, Vincent, Daniel W. L. Lai, Kin Cheung, Calvin Luk, Xue Bai, Jessica J. Li i Joan Wu. "Factors Related to Workplace Well-Being: Occupational Health and Safety of Older Workers in Hong Kong". Innovation in Aging 4, Supplement_1 (1.12.2020): 41. http://dx.doi.org/10.1093/geroni/igaa057.134.

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Abstract As Hong Kong is undergoing rapid population ageing over the past few decades, and this trend is expected to persist due to low fertility rates and extended life expectancy. This trend has significant implications for Hong Kong’s labor market and workforce. This study aims to gain a better understanding of the experiences, needs, and definitions of older workers in Hong Kong. It helps to draw attention to issues of occupational safety and health (OSH) risks and help identifying and promoting strategies and interventions for effectively supporting the ageing workforce in the workplace. The major objective of this research is to identify the OSH problems and challenges perceived by the older workers, employers and other stakeholders. Both quantitative and qualitative research methods are applied. A qualitative study with focus groups and individual in-depth interviews have been conducted with a representative sample of 70 stakeholders, including employees, employers, representative of labour unions, policymakers, NGO representatives and researchers in the related disciplines. We obtained their views on age-related changes within the older workforce and how such changes would affect their work ability, the OSH issues facing the older workers in different industries, and the facilitators and barriers associated with remaining in or joining the labour force. Feasible intervention strategies for effectively supporting the ageing workforce in the workplace are also being identified.

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Koh, Tas Yong, Steve Rowlinson i Stephen Pollock. "Issues with Senior Workers in Hong Kong Construction Industry: Preliminary Observations and Intervention Opportunities". Periodica Polytechnica Architecture 51, nr 1 (19.05.2020): 23–30. http://dx.doi.org/10.3311/ppar.15582.

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There is an increasingly larger proportion of workforce 50 years of age or older. This ageing trend is prevalent in the Hong Kong construction industry. The implications of this ageing trend for the construction industry are the decline in workforce productivity due to old age, compromised health, safety, and well-being; and the shortage of workforce. Coupled with various organisational and institutional shortcomings in the industry that lead to unfavourable working environment, these situations not only negatively affect the economic viability of the construction industry but also give rise to other psychosocial problems experienced by the older workers. Despite these situations, we know very little of the conditions older construction workers experience in the construction industry.There is therefore a need to investigate such issues and propose possible interventions to improve the working conditions of the senior workers. With these objectives, in this paper, we first report the findings of a small scale survey on the care of older workers in Hong Kong construction industry, and second propose potential intervention by combining the findings of the survey and our industry observations of the practices implemented by progressive contracting firms in Hong Kong. The findings reveal that despite the industry under appreciation of the ageing workforce, there are interventions implemented by progressive contracting firms that can potentially provide health and safety protection to the workforce of all ages although these firms are small in number. This article is an extended version of a conference paper that appeared as Koh et al. (2019).

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Page, Sue, i Katie Willey. "Workforce development: planning what you need starts with knowing what you have". Australian Health Review 31, nr 5 (2007): 98. http://dx.doi.org/10.1071/ah070s98.

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Health workforce planning and research occurs at both national and state/territory levels, but identifying current workforce availability and future workforce need is more problematic at a regional level. We report on the practical approach to workforce development taken by North Coast Area Health Service (NCAHS) in NSW, Australia. The NCAHS plan considers the impact of workforce ageing, changes in casemix and volume predicted by population demographics, staff level guidelines associated with service enhancements, and changes in service delivery models driven by the need for economic efficiencies, greater investment in disease prevention and medical technological advancements. Finally, the paper addresses how workforce development plans can assist sustainable service delivery through targeted strategies in recruitment, retention and retraining.

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Tang, Jiayang, i Jorge Tiago Martins. "Intergenerational workplace knowledge sharing: challenges and new directions". Journal of Documentation 77, nr 3 (12.01.2021): 722–42. http://dx.doi.org/10.1108/jd-08-2020-0129.

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PurposeDrawing on theories pertaining to knowledge sharing, ageing at work and human resource practices for ageing workers, this article explores knowledge sharing challenges arising from the interaction between an increasingly ageing workforce and younger employees.Design/methodology/approachContextually, the authors focus on China, where the pace of demographic transformations offers a unique opportunity to investigate knowledge sharing practices in their socio-economic context. Empirically, the authors analyse knowledge sharing behaviours and practices of retail banking professionals in a Chinese big four bank.FindingsThe encouragement of knowledge sharing between younger and older workers should be incorporated into organisations' human resource strategies. The availability of development, maintenance, utilisation and accommodative human resource practices signals to older workers that they are valuable and are worth investing in.Originality/valueThe authors’ contribution to theory and practice is twofold: starting with the identification of perceived knowledge sharing challenges, the authors’ analysis offers important contextually grounded insights into what types of managerial practices are relevant in eliciting successful knowledge sharing within organisations faced with an ageing workforce.

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Rožman, Maja, i Vesna Čančer. "Multidimensional model of managing older employees: The case of financial service companies in Slovenia". Croatian Review of Economic, Business and Social Statistics 5, nr 2 (1.12.2019): 76–89. http://dx.doi.org/10.2478/crebss-2019-0013.

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AbstractFuture economic growth and competitiveness will increasingly depend on how effectively employers can utilise their ageing workforces. To manage the inevitable changes in demographics, employers need to start preparing for an ageing workforce and developing strategies to manage and retain older employees. The main objective of this paper is to determine the impact of leadership and employee relations on work satisfaction of older employees, as well as to determine the impact of work satisfaction on the work engagement of older employees in financial service companies in Slovenia. To test the hypotheses, the authors used structural equation modelling. The results show that the effects of leadership and employee relations on work satisfaction in the case of older employees in financial service companies in Slovenia are positive, and the effect of work satisfaction on the work engagement of older employees is positive, too.

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Epure, Manuela. "Foreword". Annals of "Spiru Haret". Economic Series 16, nr 1 (3.04.2016): 13. http://dx.doi.org/10.26458/1611.

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Looking closely on today’s economic and social environment one can easily identify some significant drivers such as: population ageing and long active workforce, globalization effects on emerging markets, transparency as necessary approach of any policy making process. Population ageing is one of the greatest trends shaping the 21st century social, economic and political life.

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Cristea, Mirela S., Marilen G. Pirtea, Marta C. Suciu i Gratiela G. Noja. "Workforce Participation, Ageing, and Economic Welfare: New Empirical Evidence on Complex Patterns across the European Union". Complexity 2022 (6.01.2022): 1–13. http://dx.doi.org/10.1155/2022/7313452.

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The ageing population has become one of the major issues, with manifold consequences upon the economic welfare and elderly living standards satisfaction. This paper grasps an in-depth assessment framework of the ageing phenomenon in connection with the labor market, with significant implications upon economic welfare, across the European Union (EU–27). We configure our research on four distinctive groups of the EU–27 countries based on the Active Ageing Index mapping, during 1995–2018, by acknowledging the different intensities of ageing implications on economic well-being from one group of countries to another. The methodological endeavor is based on Structural Equation Modelling. Empirical results highlight that the ageing dimensions and labor market productivity notably shape the socioeconomic development of EU countries, visibly distinguished across the four panels. The economic development induced remarkable positive spillover effects on the welfare of older people, under the influence of the ageing credentials and dynamic shaping factors. Our research advances the literature underpinnings on this multifaceted topic by investigation made on specific groups of the EU countries and distinctive strategies proposed for each group of countries, as effective results for improving the well-being of older people. Constant policy rethinking and adequate strategies should be a top priority for each specific group of EU countries, to further sustain the ageing phenomenon, with positive implications mostly on elderly welfare.

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Berti, Nicola, Serena Finco, Olga Battaïa i Xavier Delorme. "Ageing workforce effects in Dual-Resource Constrained job-shop scheduling". International Journal of Production Economics 237 (lipiec 2021): 108151. http://dx.doi.org/10.1016/j.ijpe.2021.108151.

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