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Arvidsson, Emma-Maria. "Energizing the aging workforce effective leadership of an age heterogeneous workforce /". St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01648328002/$FILE/01648328002.pdf.
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Mathias, Robert C. "Reducing long-term injuries in manufacturing companies with an aging male workforce". Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007mathiasr.pdf.
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Kast, Marcia L. "Impact of aging nurses on workforce planning at Gundersen Lutheran Medical Center". Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007kastm.pdf.
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Francis-Pettway, Julie. "An Aging Workforce and the Technology Gap| An Exploratory Multiple Case Study". Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13806968.
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A gap exists in the literature on the actual experiences of older workers with information and communication technology adoption in technology-infused workplaces. To inform organizations on how to more effectively support this employee group's adoption of technology, the purpose of this qualitative exploratory multiple case study was designed to gain a deeper understanding of the daily experiences of older workers when adopting and adapting to information and communication technologies in a technology-infused workplace. This study is framed by, first, the selection-optimization-compensation framework for successful aging and, second, the age-inclusive training design framework. Semistructured interviews with 8 participants, observational field notes, and archival data provided data regarding specific technology experiences among older workers in the workplace. Identifiable themes emerged through thematic analysis of the textual data and cross-case synthesis analysis. A total of 8 categories that enclose a total of 18 themes were identified. The categories are (a) selection of resources, (b) optimization of resources, (c) compensation of resources, (d) performance limitations, (e) assessing training needs, (f) establishing/ sustaining performance, (g) age-inclusive training needs, and (h) older workers as organizational assets. Findings enhanced social change efforts by providing insight on the daily experiences that the older worker faced which may contribute to limited productivity in the workplace. Organizational leaders and human resource managers may use results of this study to implement provisions that improve help organizational profitability, team cohesiveness, and workplace satisfaction.
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Francis-Pettway, Julie Sulene. "An Aging Workforce and the Technology Gap: An Exploratory Multiple Case Study". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6428.
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A gap exists in the literature on the actual experiences of older workers with information and communication technology adoption in technology-infused workplaces. To inform organizations on how to more effectively support this employee group's adoption of technology, the purpose of this qualitative exploratory multiple case study was designed to gain a deeper understanding of the daily experiences of older workers when adopting and adapting to information and communication technologies in a technology-infused workplace. This study is framed by, first, the selection-optimization-compensation framework for successful aging and, second, the age-inclusive training design framework. Semistructured interviews with 8 participants, observational field notes, and archival data provided data regarding specific technology experiences among older workers in the workplace. Identifiable themes emerged through thematic analysis of the textual data and cross-case synthesis analysis. A total of 8 categories that enclose a total of 18 themes were identified. The categories are (a) selection of resources, (b) optimization of resources, (c) compensation of resources, (d) performance limitations, (e) assessing training needs, (f) establishing/ sustaining performance, (g) age-inclusive training needs, and (h) older workers as organizational assets. Findings enhanced social change efforts by providing insight on the daily experiences that the older worker faced which may contribute to limited productivity in the workplace. Organizational leaders and human resource managers may use results of this study to implement provisions that improve help organizational profitability, team cohesiveness, and workplace satisfaction.
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Rineer, Jennifer Rae. "Supporting the Aging Workforce: The Impact of Psychosocial Workplace Characteristics on Employees' Work Ability". PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2216.
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It is estimated that by 2020, 25% of the US labor force will be aged 55 or older. Along with this demographic shift, Americans and employees in other industrialized nations are now working longer than before, either out of preference or financial necessity. Therefore, it is essential that we understand how to support employees so that they can continue working in a healthy, happy, and productive manner as they age. The construct of work ability (the extent to which people perceive they can meet the mental and physical demands of their jobs) has the potential to guide research and practice on how best to support employees throughout the lifespan. However, though studied extensively in the occupational health literature, work ability has only recently gained attention in the Industrial/Organizational Psychology and Occupational Health Psychology literatures. This study helps to further integrate work ability into our field and theoretically ground the construct using the Job Demands-Resources model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). Specifically, this study examined psychosocial characteristics of the work environment (age diversity climate, team cohesion, organizational justice, and leader-member exchange) that were expected to buffer against the negative effects of increased age and poor health on work ability. The interaction between team cohesion and poor health had a significant effect on work ability. While the other hypothesized interaction relationships were unsupported, ancillary analyses showed that both team cohesion and age diversity climate do relate positively to work ability, even after controlling for age and health. These findings highlight the importance of a positive social work environment in supporting employees' work ability throughout the lifespan. Suggestions for future research include examining additional psychosocial predictors and behavioral outcomes of work ability, as well as conducting intervention studies aimed at increasing work ability by improving social aspects of the work environment.
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Brenneis, Judith Simone. "Aging workforce eine empirische Untersuchung zum Zusammenhang von Arbeitsfähigkeit, körperlicher Leistungsfähigkeit, sportlicher Aktivität, Übergewicht, sozialen Ressourcen und Alter". Berlin dissertation.de, 2007. http://www.dissertation.de/buch.php3?buch=5191.
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Lasten, Yamil Walid. "Strategies for Managing an Age-Diverse Workforce in Curaçao". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3043.
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Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curaçao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes that belonging to the same generational unit, generational location, and generational actuality shapes the beliefs, values, and attitudes of members of a generational cohort collectively. Data from interviews and company documentation that included an annual report, business guide, and performance management documentation were coded and analyzed using NVivo software, and member checking was used to enhance the trustworthiness of interpretations. Key themes that emerged from data analysis include the need to use communication strategies, foster equal treatment of employees, implement employee development plans, and adopt a structured approach for addressing issues related to age-diversity. Implementation of the different strategies and recommendations identified in this study might aid business leaders in their effort to manage an age-diverse workforce and increase workplace productivity. Implications for social change include the potential to improve empathy and relations between individuals from different generations and the cultivation of a more cohesive society.
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Kinsella, Cheyenne. "Strategies that Influence Retention Rate in Ohio Nursing Home State Tested Nurse Aides". Miami University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=miami1590929444739033.
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Streb, Christoph Klaus [Verfasser]. "Empirical research on aging workforce management : secondary data, grounded theory, and case study findings with particular consideration of the automobile industry / Christoph Klaus Streb". Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2008. http://d-nb.info/1034716034/34.
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Zender, Fabian. "An IPPD approach providing a modular framework to closing the capability gap and preparing a 21st century workforce". Thesis, Georgia Institute of Technology, 2014. http://hdl.handle.net/1853/51822.
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The United States are facing a critical workforce challenge, even though current unemployment is around 6.7%, employers find it difficult to find applicants that can satisfy all job requirements. This problem is especially pronounced in the manufacturing sector where a critical skills gap has developed, a problem that is exasperated by workforce demographics. A large number of employees across the various manufacturing sub-disciplines are eligible to retire now or in the near future. This gray tsunami requires swift action as well as long lasting change resulting in a workforce pipeline that can provide Science, Technology, Engineering, and Mathematics (STEM) majors in sufficient quantity and quality to satisfy not only the needs of STEM industries, but also of those companies outside of the STEM sector that hire STEM graduates. The research shown here will identify overt symptoms describing the capability gap, will identify specific skills describing the gap, educational causes why the gaps has not yet been addressed or is difficult to address, and lastly educational remedies that can contribute to closing the capability gap. A significant body of literature focusing on engineering in higher education has been evaluated and findings will be presented here. A multidisciplinary, collaborative capstone program will be described which implements some of the findings from this study in an active learning environment for students working on distributed teams across the US. Preliminary findings regarding the impact of these measures on the quantity of engineers to the US economy will be evaluated.
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Borawski, Thomas John Jr. "HEALTH FACTORS AND THE TO-WORK, AT-WORK, AND TO-RETIRE GOALS OF OLDER WORKERS". CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/276.
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Our workforce continues to gray due to advances in medical science and new technology, which allows workers to remain in the workforce longer. Furthermore, we need our current workforce to remain motivated and work until an older age due to decreased birth rates and the smaller size of the post baby boomer cohorts. An in-depth examination of the motivation of our aging workforce is necessary to determine how we can increase motivation and keep older workers (those 55 and older) in the workforce longer, while remaining productive. In this study, three divisions of health (i.e., Major Illnesses, Functional Impairments, and Psychosomatic Illnesses) were related to three work goals (i.e., To-Work, At-Work, and To-Retire), combining aspects of the works of Feldman (1994), Shultz and Wang (2007), and Kanfer, Beier, and Ackerman (2012), using archival data extracted through the National Heath and Retirement Study (HRS). A two-step hierarchical regression was conducted with age, gender, wealth, education level, marital status, financial control, and ethnicity as covariates. Most hypotheses were partially supported, with Functional Impairments exhibiting a small effect on To-Work, At-Work, and To-Retire goals. Major Illnesses exhibited some unexpected relationships, however, as they were not positively related to To-Work and To-Retire goals. All health factors exhibited a negative relationship with a small effect on At-Work goals.
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Spieler, Ines [Verfasser], Christian [Akademischer Betreuer] [Gutachter] Stamov-Roßnagel, Susanne [Gutachter] Scheibe i Arvid [Gutachter] Kappas. "Workplace Flexibility and the Aging Workforce: How Two Contemporary Workplace Trends Shape the Work/Nonwork Interface / Ines Spieler. Betreuer: Christian Stamov-Roßnagel. Gutachter: Christian Stamov-Roßnagel ; Susanne Scheibe ; Arvid Kappas". Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2016. http://d-nb.info/1111884447/34.
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Sayers, Roslyn, i roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective". RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.
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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.
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Wilckens, Max R. [Verfasser], Jürgen [Akademischer Betreuer] Deller, Jürgen [Gutachter] Deller, Mo [Gutachter] Wang i Stephan Alexander [Gutachter] Böhm. "Organizational practices for the aging workforce: conceptualization, operationalization, validation, and application of the Later Life Workplace Index / Max R. Wilckens ; Gutachter: Jürgen Deller, Mo Wang, Stephan Alexander Böhm ; Betreuer: Jürgen Deller". Lüneburg : Leuphana Universität Lüneburg, 2021. http://d-nb.info/1241329834/34.
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António, Andreia Correia do Vale. "Estratégia de retenção de conhecimento". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7525.
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Mestrado em Gestão de Recursos HumanosO envelhecimento da força de trabalho, cada vez mais, tende a ser considerado como uma das maiores causas da perda de conhecimento nas organizações a nível mundial, tendo o potencial de ameaçar a produtividade, capacidade de inovação, capacidade de crescimento, eficiência e criatividade. Associados à necessidade de sobrevivência e manutenção da vantagem competitiva que as organizações enfrentam, este torna-se um fator fundamental com o qual as organizações têm de saber lidar. No entanto, apesar da importância do tema, existe ainda, pouca pesquisa que analise a implementação de estratégias de retenção de conhecimento associadas ao envelhecimento da força de trabalho. O presente trabalho aborda o problema de perda de conhecimento na ALSTOM Portugal. Para este fim, descrevemos a implementação de um projeto interno, desenvolvido no sentido de melhorar a retenção de conhecimento na organização.
The aging of the workforce is increasingly being considered as one of the biggest causes of knowledge loss in companies around the globe, having the potential to threaten the organisation's productivity; innovation capacity; capacity to grow; efficiency and creativity. Associated with the need for survival and a competitive edge that organisations are facing, this becomes a fundamental issue that organisations need to be able to deal with. Nevertheless, despite the importance of this issue, there is little research studying the implementation of knowledge retention (KR) strategies related to an ageing workforce. The present paper addresses the problem of knowledge loss at ALSTOM Portugal. To this end, we describe the implementation of an internal project designed to improve knowledge retention in this specific organisation.
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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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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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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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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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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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Schreiber, Sven [Verfasser], i Christiane [Akademischer Betreuer] Schwieren. "Leadership and aging workforces: Effects of leader's relative Age on team's and leader's effectiveness / Sven Schreiber ; Betreuer: Christiane Schwieren". Heidelberg : Universitätsbibliothek Heidelberg, 2015. http://d-nb.info/1180608593/34.
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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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Khatib, Samy. "COBOL-skills, Where art Thou? : An assessment of future COBOL needs at Handelsbanken". Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-187480.
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The impending mass retirement of baby-boomer COBOL developers, has companies that wish to maintain their COBOL systems fearing a skill shortage. Due to the dominance of COBOL within the financial sector, COBOL will be continually developed over at least the coming decade. This thesis consists of two parts. The first part consists of a literature study of COBOL; both as a programming language and the skills required as a COBOL developer. Interviews were conducted with key Handelsbanken staff, regarding the current state of COBOL and the future of COBOL in Handelsbanken. The second part consists of a quantitative forecast of future COBOL workforce state in Handelsbanken. The forecast uses data that was gathered by sending out a questionnaire to all COBOL staff. The continued lack of COBOL developers entering the labor market may create a skill-shortage. It is crucial to gather the knowledge of the skilled developers before they retire, as changes in old COBOL systems may have gone undocumented, making it very hard for new developers to understand how the systems work without guidance. To mitigate the skill shortage and enable modernization, an extraction of the business knowledge from the systems should be done. Doing this before the current COBOL workforce retires will ease the understanding of the extracted data. The forecasts of Handelsbanken’s COBOL workforce are based on developer experience and hiring, averaged over the last five years. The forecasts take into consideration the age developers are hired, the age the developers exit, and their cumulative growing experience while in the skills pool. The state of COBOL in 2015 is used as a baseline of COBOL needs to forecast until 2060. I.e. the rate at which COBOL systems are developed stay the same. The forecasts show that if no developers are hired, most of their experienced developers will have left by 2030. To keep their current COBOL experience level, Handelsbanken needs to keep hiring over the coming 45 years. Handelsbanken has to hire on average 8.2 developers per year until 2030, and 6.5 developers per year until 2060. I.e. Handelsbanken has been able to keep a high average of 7.6 people per year for the last five years.Organisationer som underhåller COBOL system är oroliga inför den åldrande COBOL-arbetskraftens pensionering. COBOLs dominans inom den finansiella sektorn leder till att COBOL kod kommer att fortsätta utvecklas i minst tio år till. Den här uppsatsen är uppdelad i två delar. Första delen är en litteraturstudie om COBOL som programmeringsspråk, samt kunskapsbehovet som COBOL utvecklare. Intervjuer gjordes med nyckelpersoner inom Handelsbanken, kring det nuvarande tillståndet av COBOL och COBOLs framtid i Handelsbanken. Den andra delen består av en kvantitativ prognos kring Handelsbankens behov av COBOL utvecklare i framtiden. Prognosen bygger på data som samlats genom att skicka ut en enkät till alla COBOL utvecklare. Den fortsatta bristen på nya COBOL utvecklare på arbetsmarknaden kan skapa en kompetensbrist. Det är viktigt att samla kunskapen som de pensionerande utvecklarna bär på, eftersom ändringarna i systemen kan ha gått odokumenterade, vilket gör det väldigt svårt för nya utvecklare att förstå systemen utan vägledning. För att minska kompetensbehovet och möjliggöra modernisering av systemen, bör en extraktion av affärskunskap göras ur systemen. Att ta hjälp av utvecklarna av systemen kan avsevärt förenkla förståelsen av den extraherade informationen. Prognoserna av Handelsbankens COBOL arbetskraft baseras på data om utvecklarerfarenhet och anställning över de senaste fem åren. Prognoserna tar hänsyn till åldern när utvecklarna anställs, åldern när utvecklarna slutar, och tillväxten av deras sammanlagda erfarenhet under tiden de jobbar. Prognosen använder COBOL erfarenhetsbehovet i 2015 som en bas för prognosen. Prognosen beräknar behoven fram till år 2060. Prognoserna visar att om inga nya tillskott av utvecklare görs, så kommer de flesta av Handelsbankens erfarna utvecklare ha slutat vid år 2030. För att behålla deras nuvarande erfarenhetsnivå, så kommer Handelsbanken behöva kontinuerligt anställa utvecklare över kommande 45 åren. Handelsbanken kommer behöva anställa i genomsnitt 8,2 utvecklare per år fram till 2030, och därefter 6,5 utvecklare per år fram till 2060. Handelsbanken har lyckats ha en hög genomsnittlig anställningstakt de senaste fem åren, 7,6 personer per år.
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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.
28
Aleixo, Mara Sofia Calado. "Decisões de Reforma, Efeitos na Oferta de Trabalho e Sustentabilidade da Segurança Social". Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/3132.
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Mestrado em Ciências ActuariaisEste projecto tem dois objectivos: (1) tentar compreender os incentivos à reforma antecipada implícitos no sistema de pensões da Segurança Social em Portugal, os quais têm um indesejável impacto de redução na força de trabalho e um ónus gravoso sobre a sustentabilidade financeira do sistema; (2) tentar estudar em que medida alterações na idade normal de reforma e na elegibilidade para as pensões permitirão reverter a situação. A análise efectuada segue de perto estudos realizados por David Wise (2005), com algumas preocupações específicas: actualizar temporalmente todos os dados passíveis de actualização; incluir o caso português e dar-lhe um particular destaque; e por fim, mas não menos importante, aprofundar as questões de comparabilidade internacional.
This project has two purposes: (1) trying to understand the early retirement incentives implicit in the Portuguese Social Security pension system, which have an undesirable impact, by reducing the workforce and creating an onerous burden on the financial sustainability of the system; (2) attempting to see to what extent changes in normal retirement age and eligibility for pensions will revert the situation. The analysis closely follows the studies by David Wise (2005), with some specific concerns: namely to update all data which can be updated, to include the Portuguese case and to give it a particular highlight, and (last but not least) to explore the issues of international comparability, whenever possible.
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Yessie, Steven. "Crisis Overstated? Knowledge Gaps and the Aging Water Workforce". Thesis, 2012. http://hdl.handle.net/10012/7066.
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ABSTRACT
Beginning in 1946 fertility in Canada and other Western countries increased to rates unequaled throughout the rest of the 20th century. Sixty five years since the beginning of the baby boom, as this generation was labelled, workers are retiring or nearing retirement on scale not previously witnessed. This workforce exodus has signalled concern among scholarly, professionals and government sources alike.
The public sector has been identified as particularly at risk with both and older average worker age and a low average retirement age. Within the public sector, jobs relating to the Canadian water workforce have similarly been identified for retirement concerns, specifically among senior positions. Retirements have highlighted aspects of concern for the future: knowledge leaving the workplace, and recruiting talent for the future.
Among primary concerns is for knowledge that has no place in traditional documentation methods, tacit knowledge. Although transferring this knowledge presents difficulties, strategies include retaining knowledgeable employees and creating programs that facilitate knowledge exchange. Mentorship programs are one such strategy identified specifically for tacit knowledge transfer.
This thesis considers how retirements would affect the water workforce including positions centred on conservation and policy efforts, as well as the water utilities industry. Although a few studies have focused on water utilities, this area of the public workforce had largely been ignored. Conducting fourteen interviews within three case study municipalities, primary data was gathered to determine how the water workforce would be affected by retirements, if retirements created concerns with respect to inter-organizational networks, and what strategies would be most suited to the needs of participating organizations.
30
Sousa, Inês Carneiro e. "Leveraging an aging workforce: Contributions to longer and better working lives". Doctoral thesis, 2019. http://hdl.handle.net/10071/20587.
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The purpose of this thesis is to examine the role of organizations in extending individuals’ careers, ensuring that they remain healthy, active, and productive at work. This thesis includes four empirical studies. In the first study (Chapter 2), generational and age differences in work values are explored. The findings demonstrate that the number of age differences in work values surpasses the number of generational differences, suggesting that age might be a more accurate predictor of inter-individual differences than generations. In the second study (Chapter 3), the role of age-diversity practices in reducing turnover intention is investigated. Such practices reveal to be important to workers engagement and commitment, which decreases their intention to leave the organization. Further, the indirect effect via work engagement is especially important for those individuals who assign less importance to work. The third study (Chapter 4) suggests that older workers who perceive the existence of age-diversity practices in their organizations feel more engaged at work and desire to retire later, especially if they experience low work ability. Finally, the fourth study (Chapter 5) investigates the factors that influence individuals’ decision about retirement timing, suggesting that positive work experiences are crucial for their desire to retire after the statutory retirement age. In current times of aging and shrinking workforces, and increasing age diversity at work, this thesis contributes to the understanding of how employers and managers can create better workplaces for attracting and retaining workers of all ages.O objetivo desta tese é examinar o papel das organizações no prolongamento das carreiras dos indivíduos, assegurando que estes se manterão saudáveis, ativos e produtivos no trabalho. Esta tese inclui quatro estudos empíricos. No primeiro estudo (Capítulo 2), diferenças geracionais e etárias nos valores do trabalho são exploradas. Os resultados demonstram que o número de diferenças etárias nos valores do trabalho excede o número de diferenças geracionais, sugerindo que a idade pode ser um preditor de diferenças interindividuais mais preciso do que as gerações. No segundo estudo (Capítulo 3), o papel das práticas de diversidade etária na redução da intenção de saída é investigado. Estas práticas revelam-se importantes para o engagement e compromisso dos trabalhadores, o que diminui a sua intenção de sair da organização. Além disso, o efeito indireto via engagement é especialmente importante para os indivíduos que atribuem menor importância ao trabalho. O terceiro estudo (Capítulo 4) sugere que os trabalhadores mais velhos que percebem a existência de práticas de diversidade etária nas suas organizações sentem-se mais envolvidos no trabalho e desejam reformar-se mais tarde, especialmente se experienciarem fraca capacidade para o trabalho. Finalmente, o quarto estudo (Capítulo 5) investiga os fatores que influenciam a decisão dos indivíduos sobre o momento da reforma, sugerido que experiências positivas no trabalho são cruciais para o seu desejo de se reformarem após a idade legal da reforma. Nesta época de uma força de trabalho envelhecida e crescente diversidade etária no trabalho, esta tese contribui para compreender como é que empregadores e gestores podem criar melhores locais de trabalho para atrair e reter trabalhadores de todas as idades.
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Hsu, Yu-Chen, i 許毓晨. "The Influence of Population and Workforce Aging on the Productivity：Evidence from Taiwan". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/anrc35.
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碩士國立臺灣大學
經濟學研究所
105
Taiwan has already become an aging society in 1993. According to the estimation by National Development Council, the proportion of people over the age of 65 in our country will be more than 14% in 2018. In other words, Taiwan will become an aged society in the near future. The issues of population aging have been concerned for a long time. However, there are different kinds of viewpoint on the influence of population aging. This study employed the methods of econometrics to explore the influence of population and workforce aging on the productivity from 1981 to 2015 in Taiwan. Research results show that aged workforce has a positive influence, while the dependency ratio has a negative influence on the productivity in Taiwan. Among these, the influence from the old dependency ratio is significant but the influence from the youth dependency ratio is insignificant. Additionally, empirical research results also show that the policies of the health and long-term care are helpful for easing the declining problems of the economy, which caused by population aging.
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Alon, Pnina. "The Aging Workforce: Addressing its Challenges Through Development of a Dignified Lives Approach to Equality". Thesis, 2010. http://hdl.handle.net/1807/24334.
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Against the background of the global demographic shift towards an aging workforce and its impacts on the labour market and the economy in industrialized societies, this dissertation pinpoints six salient challenges for future litigation and policy-making in the area of labour and employment discrimination law. These include the global tendency towards abolishing mandatory retirement and increasing the eligibility age for pension benefits; legislative age-based distinctions; cost as a justification for age discrimination; performance appraisals of senior workers; and the duty to accommodate senior workers.
At the core of each challenge lies a normative question regarding our conception of senior workers’ right to age equality, its importance and relative weight compared with other rights and interests. The aim of this dissertation is therefore to critically review the current understanding of this right and its moral and economic underpinning. Most notably, the dissertation contends that the prevailing conception of equality assessment (the Complete Lives Approach to equality), according to which equality should be assessed based on a comparison of the total share of resources obtained by individuals over a lifetime, has substantial implications for age discrimination discourse. As it uncovers the numerous difficulties with the complete lives approach, the dissertation develops an alternative: the Dignified Lives Approach to equality, according to which an individual should be treated with equal concern and respect, at any particular time and regardless of any comparison.
The dissertation then articulates five essential principles founded in Dworkin’s notion of equal concern and respect: the principle of individual assessment, the principle of equal influence, the principle of sufficiency, the principle of social inclusion, and the principle of autonomy. When one of these principles is not respected at any particular time, a wrong is done, and the right to equality is violated. Next, the dissertation elucidates when and why unequal treatment of senior workers based on age does not respect each of these five principles and therefore constitutes unjust age discrimination. It demonstrates that senior workers’ right to age equality is a fundamental human right. Finally, it examines the above-mentioned challenges through the lens of the new Dignified Lives approach.
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Sono, Masako, i 園生 正子. "A Study on Securing Eldercare Workforce in the Aging society of Japan:From the Perspective of Caregivers". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/3tz34a.
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碩士國立臺中科技大學
應用日語系日本市場暨商務策略碩士班
103
The purpose of the study was to analyze the methods being applied by Japan’s eldercare industry for securing eldercare workforce. The paper examined the shortage of eldercare workforce, the corresponding influence of eldercare insurance system, and the methods for securing eldercare workforce. The aging of Japan is thought to exceed all other nations, as the country is purported to have the highest proportion of elderly citizens. In Japan, the eldercare is being provided based on the public health system, but the workforce shortage in eldercare settings has become an issue that needs to be addressed immediately. Through the analysis of the corresponding influence of domestic and foreign eldercare insurance policies, the study explored the workforce shortage faced by the eldercare industry with the goal of finding a solution for the problem. The study divided caregivers into five categories based on the employment characteristics. Research was conducted with emphasis on the effective ways to secure the employment and analysis of measures that could lead to securement of employment. Interviews were also conducted with care facilities in both Japan and Taiwan regarding the employment of foreign caregivers to find out how Japan’s care facilities should assess the appropriate plan of action. It should be noted that the eldercare insurance in this paper refers to the long term care social insurance instead of that provided by a private insurance company.
34
Sasipa, Jongrakchokchai, i 周裕玲. "Human Resource Management Practices for Aging Workforce: A Case Study of a Non-profit Organization in Thailand". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/986tts.
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碩士國立中山大學
人力資源管理全英語碩士學位學程
107
Due to demographic transitions forces in increasing numbers of aging population extension of Life expectancy and declining fertility, Thailand is entering an aged society as the second country in South East Asia and the issue of retaining ageing workforce becomes the key factor to the effective future organizations to overcome the imbalance of workforce participation. In the light of this crucial phenomena, this qualitative research aims to explore and examine what Human Resource Management practices meet the needs of aging workers and make them feel satisfied based on a single case study of the international non-profit organization in Thailand. These valuable and all-inclusive information from this qualitative research leads to the suggested organizational culture framework for aging workforce in three levels which can be an initial guideline or model for organizations in Thailand to adapt and cope with their aging workers in the near future.
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Streb, Christoph Klaus. "Empirical research on aging workforce management : secondary data, grounded theory, and case study findings with particular consideration of the automobile industry /". 2008. http://www.jacobs-university.de/phd/files/1210182068.pdf.
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36
"The aging workforce: impacts of emotion regulatory and SOC strategies on job performance of younger and older Chinese insurance sales workers". Thesis, 2008. http://library.cuhk.edu.hk/record=b6074611.
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Past studies showed that older workers maintained a high level of job performance despite declines in physical and cognitive abilities. The present research project aimed at examining the impacts of emotion regulatory and SOC (selection, optimization, and compensation) strategies in explaining how older workers manage to maintain a high level of job performance. Two studies were conducted to assess Chinese insurance sales workers' global and momentary employment of emotion regulatory and SOC strategies at work, and to compare the effectiveness of emotion regulatory and SOC strategies in predicting job performance for younger and older workers. Study 1 was a cross-sectional survey study and consisted of 355 insurance sales workers. Results showed that older adults reported higher employment of elective selection and optimization than did younger workers. Older workers' employment of elective selection and compensation, as well as suppression, was associated with higher job performance, however such association was not found among younger workers. Study 2 was a five-day experience sampling study. It consisted of 87 participants who carried a handheld computer that recorded their momentary employment of emotion regulatory and SOC strategies during their work. Results of the multilevel analyses revealed that older and younger workers varied in their use of cognitive reappraisal, elective selection, and loss-based selection across work-related situations with different levels of task difficulty. Older workers' greater use of the four SOC strategies and suppression in the sampling period was predictive of the post-sampling increase in sales commission. Among these strategies, elective selection contributed the most to the increase in insurance sales among older workers even after accounting for the impact of other strategies. Findings from this research project contribute to the understanding of Chinese workers' psychological adaptation in the face of age-related declines in cognitive abilities. They also revealed cultural differences in the effectiveness of emotion regulatory strategies in predicting job performance of older and younger workers. Moreover, these findings shed light on the types of recommendations that should be given to employers for modifying organizational policies and implementing appropriate training and development programs, to meet with the needs of the aging workforce.Yeung, Yuen Lan Dannii.
Adviser: Helene H. Fung.
Source: Dissertation Abstracts International, Volume: 70-06, Section: B, page: 3821.
Thesis (Ph.D.)--Chinese University of Hong Kong, 2008.
Includes bibliographical references (leaves 76-86).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstracts in English and Chinese.
School code: 1307.
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Monteiro, Mariana Leocádia Genrinho. "Envelhecimento da força de trabalho e produtividade: uma análise exploratória do caso português". Master's thesis, 2019. http://hdl.handle.net/10316/89525.
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Trabalho de Projeto do Mestrado em Economia apresentado à Faculdade de EconomiaThe workforce in Europe and Portugal is aging rapidly. It is possible to see the older cohorts rising and the youngest decreasing in proportion of the total working-age population. This situation is happening without any prospect of slowing down. Taking this into account, this work project studies the impact of workforce aging on the behavior of output per worker and also examines the main channels through which these demographic changes affect economic growth, the accumulation of production factors, such as physical or human capital, and total factor productivity (TFP). The results from an OLS (ordinary least squares) estimation indicate that in Portugal an increase of 1% in the growth rate of the older workers proportion (aged 55-64) will negatively affect the output per worker growth by approximately 0,84 percentual points. In addition, the main channel through which this occurs is through the reduction of the contribution of TFP. The results from a VAR (vector autoregression) model estimation indicate that after 10 years a temporary one standard deviation shock in the growth rate of the proportion of older workers will affect overall output per worker growth in -0,00244 percentual points. The same happens in the Eurozone. Using panel data and estimating with fixed effects, the results indicate that a 1% increase in the growth rate of the proportion of older workers will negatively affect output per worker growth in approximately -0,34 percentual points and the main channel through which this occurs is also through the reduction of the contribution of TFP.
A força de trabalho, tanto na Europa como em Portugal, encontra-se cada vez mais envelhecida, sendo possível observar os grupos etários mais velhos a aumentarem e os mais jovens a diminuírem de proporção relativamente ao total da população em idade ativa. Esta situação descrita não apresenta quaisquer perspetivas de abrandamento, assim, o propósito deste trabalho de projeto é estudar o impacto do envelhecimento da força de trabalho no comportamento do produto por trabalhador. De igual forma, são analisados alguns canais através dos quais estas alterações demográficas afetam o crescimento económico, via acumulação de fatores, em particular acumulação de capital físico ou de capital humano, e via produtividade total de fatores (PTF). Verificou-se que, em Portugal, tendo por base os resultados de uma estimação OLS (mínimos quadrados ordinários), por cada aumento de 1% da taxa de crescimento da proporção de trabalhadores mais velhos, entre os 55 e os 64 anos, o crescimento do produto por trabalhador é prejudicado em, aproximadamente, 0,84 pontos percentuais e o principal canal pelo qual isto se verifica é por via da redução da contribuição da PTF. Por outro lado, tendo por base a estimação de um modelo VAR (vetor autorregressivo), utilizando também dados para Portugal, face a um choque temporário de um desvio padrão na taxa de crescimento da proporção de trabalhadores mais velhos, ao fim de dez anos em análise, o impacto global desse choque em termos de crescimento do produto por trabalhador é de -0,00244 pontos percentuais. O mesmo se verifica para a Zona Euro onde, recorrendo a dados em painel, se verificou que, partindo de uma estimação com efeitos fixos, um aumento de 1% na proporção de trabalhadores entre os 55 e os 64 anos afeta o crescimento do produto por trabalhador em -0,34 pontos percentuais e, da mesma forma, o principal canal pelo qual isto se verifica é por via da redução da contribuição da PTF.
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Sequeira, Inês Santos. "O envelhecimento da força de trabalho e a indústria 4.0: GRH como elo essencial". Master's thesis, 2020. http://hdl.handle.net/10071/21623.
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O envelhecimento da força de trabalho e a indústria 4.0 (I4.0) são dois conceitos que estão a
reconfigurar a sociedade. Ambos os fenómenos com caraterísticas e consequências altamente
complexas, necessitam que a sociedade e as organizações atendam e se preparem para as ramificações
individuais do fenómeno, tentando que o seu poder transformador possa ser utilizado como vantagem
ao invés de obstáculo.
Este estudo deriva da constatação de que estes dois fenómenos, o envelhecimento da força
de trabalho e a I4.0, surgem em simultaneidade temporal, um aspeto de rara discussão. Considerando
o cenário supracitado, o objetivo geral desta dissertação foi o abordar e compreender a
conciliabilidade entre o fenómeno do envelhecimento da força de trabalho e a ascensão da I4.0 e qual
o papel que a GRH desempenha face a esta nova conjugação social e empresarial. A parte empírica do
trabalho procurou compreender se e como os gestores de recursos humanos (RH) estão a gerir a
conjuntura que resulta dos fenómenos do envelhecimento da força de trabalho e da automação do
trabalho. O afastamento que se observou entre o que os gestores conhecem e consideram importante
e as práticas comprovadamente necessárias para preparar esta conjuntura deixa algumas
preocupações, salientando a necessidade de que se atente neste tema.
Entende-se que este estudo direciona a atenção para o importante papel que a GRH pode
desempenhar na conjuntura socioeconómica - que já hoje se observa - e que irá constituir a paisagem
do futuro próximo no paradigma da 4ª Revolução Industrial. Estas são realidades de caráter
incontornável que obrigam a que se altere radicalmente a perceção e políticas das organizações.The aging of the workforce and industry 4.0 (I4.0) are two concepts that are reconfiguring society. Both phenomena with highly complex characteristics and consequences, it is necessary that society and organizations attend and prepare for the individual ramifications of each phenomena, so that its transforming power can be used as an advantage instead of a disadvantage. This study derives from the observation that these two phenomena, the aging of the workforce and I4.0, arise simultaneously in time, an aspect of rare discussion. Considering the scenario referred previously, the general objective of this dissertation aimed to address and understand the relation between this workforce aging phenomenon and the rise of industry 4.0 and what role does HRM play to conciliate both. The empirical part of the work looked for understanding of whether and how HR managers are managing the situation that results from the phenomena of an aging workforce and work automation. The gap that is observed about between what managers know and consider important and the practices proven to be necessary for this situation leaves some concerns, highlighting the need to pay attention to this topic. This study pays attention to the important role that HRM can perform in the socioeconomic context - that is already observed - that will constitute the landscape of the near future in the 4th Industrial Revolution paradigm. These are unavoidable realities that require a radical change in the perception and policies of the organizations.
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Tavares, Paulo Renato Correia Bettencourt. "Addressing the ageing workforce phenomenon in the food retail sector: challenges and solutions". Master's thesis, 2017. http://hdl.handle.net/10362/27858.
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Demographics have been changing inverting the age pyramid in developed countries. This shift raises challenges to many companies, which must regard the current tendency of an ageing workforce with increasing concerns and looking forward to anticipate the adversities that may come with this new tendency as the food retail sector seems to be no exception. This study concludes that companies are being reactive towards this phenomenon, therefore, the purpose is to identify the key challenges and solutions in order to mitigate both the risks and negative effects taking the example of a Portuguese company that operates in the mentioned sector of activity. The challenges and solutions identified are related to human resources management policies and practices as well as initiatives and implications that will be further discussed in this study.
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Guerreiro, Ana Margarida Sabino. "Ageing workforce : determinar e caracterizar os diferentes clusters de colaboradores para uma melhor compreensão da sua diversidade". Master's thesis, 2019. http://hdl.handle.net/10362/63948.
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Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Knowledge Management and Business IntelligenceA presente dissertação consiste numa análise de clusters com foco na importância que a temática do Ageing Workforce assume atualmente na organização em estudo. Para explorar a relevância do tema são abordados conceitos inerentes ao People Analytics e também algumas técnicas de Data Mining utilizadas em contexto organizacional. A bibliografia disponível aponta para uma mudança na função de Recursos Humanos que tem vindo a ser registada ao longo dos últimos anos. Esta mudança resulta da necessidade de tornar os dados de Recursos Humanos úteis para uma gestão estratégica da organização. Estes deixam de ser úteis apenas para a função de Recursos Humanos e passam a ser utilizados também em outras áreas de negócio de forma estratégica e assegurando a evolução de desempenho de uma organização. Comprova-se a importância crescente de ferramentas que tenham por base o conceito de People Analytics na função de Recursos Humanos. É importante que as organizações tenham conhecimento sobre os seus colaboradores, desta forma é crucial garantir o armazenamento dos dados de forma a assegurar a sua qualidade e disponibilidade. Os objetivos da análise de clusters passam por: analisar a estrutura dos dados, verificar e relacionar os aspetos dos dados entre si e ajudar a caracterizar os colaboradores. O trabalho desenvolvido permite à organização aumentar o conhecimento sobre o perfil dos colaboradores, com vista a uma análise das práticas vigentes de Recursos Humanos e uma eventual adequação das mesmas.
The present dissertation shows the results of a cluster analysis focused on the importance that the Ageing Workforce has nowadays, namely in the context of the organization considered for this study. To study the relevancy of the thematic this study addresses concepts related to People Analytics and some Data Mining techniques used in an organizational context. The worldwide bibliography available points to a change in the Human Resources function which has been registered in the last few years. This change comes from a need of finding Human Resources Data useful to support the strategic management of the organization. Data becomes useful in other business areas, not only in the Human Resources context, which ensures the performance improvement of an organization. It’s possible to prove the growing importance of tools based on the People Analytics concept in a Human Resources function. It’s always considered important that organizations have an awareness of their employees, so it is critical to guarantee an efficient data storage in order to provide quality and availability of data. The objective of the cluster analysis presented in this dissertation is to analyze the data structure verified and relate data with each other in order to improve the employee’s characterization. It allows an increase in the knowledge about the employees in the organizational context with the goal to analyze the current Human Resources policies and an eventual adequation of these policies.
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Wilhelmy, Mutsumi. "L'effet des pratiques de gestion sur le maintien en emploi et le recrutement des seniors". Thèse, 2008. http://hdl.handle.net/1866/2471.
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Marois, Guillaume. "La "migration de remplacement" au Québec : à quel point peut-on compter sur l’immigration pour contrer les problèmes démographiques appréhendés?" Thèse, 2008. http://hdl.handle.net/1866/6967.
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Le Québec, comme la plupart des sociétés occidentales, fait face à un vieillissement de sa population, engendrant de nombreuses conséquences économiques, politiques et sociales. Une solution souvent envisagée est de compter sur l’immigration pour amoindrir, repousser ou même contrer certaines conséquences. C’est à cet effet que la migration de remplacement apporte sa contribution : elle a pour but de connaître le nombre d’immigrants nécessaire pour atteindre des objectifs démographiques précis, soit, dans le cadre de cette étude, éviter le déclin de la population totale, éviter le déclin de la population en âge de travailler et éviter que la part des 65 ans et plus dans la population totale dépasse 25%.
Les résultats démontrent qu’il serait possible pour le Québec d’éviter le déclin de sa population si la fécondité ne diminue pas et si une bonne gestion de l’immigration est appliquée : la migration de remplacement n’est pas excessivement élevée. Cependant, accueillir trop d’immigrants avant que cela ne soit essentiel nuirait à l’atteinte de cet objectif. Le déclin de la population âgée entre 20 et 64 ans est quant à lui inévitable : peu importe le niveau de fécondité, la migration de remplacement est beaucoup plus élevée pour les deux prochaines décennies que tout ce qui a pu être envisagé pour le Québec. Finalement, l’immigration n’a pas d’impact significatif sur la structure par âge d’une population : il est donc tout à fait irréaliste de vouloir compter sur cette composante pour éviter que la part des 65 ans et plus dans la population totale ne dépasse 25%. La seule façon pour que cet objectif soit possible serait une augmentation rapide de la fécondité au seuil de renouvellement de la population. Cela signifie que l’immigration ne peut en aucun cas empêcher le vieillissement de la population ou avoir un impact significatif sur le processus.Quebec, as most Western societies, is facing the ageing of its population, producing many economic, political and social impacts. One solution often considered is to rely on immigration to reduce, delay or even counter certain consequences. For this purpose, replacement migration is sometimes seen as a solution : it aims to establish the number of immigrants needed to reach specific demographic targets, which are, in this study, to prevent total population decline, to prevent working-age population decline and to prevent that the percentage of those 65 years and over exceeds 25% of the total population. The results show that it could be possible for Quebec to prevent the decline of its population if fertility is not decreasing and if immigration is well managed : replacement migration is not excessively high. However, raising the immigration level too quickly could impede to reach this objective. The decline of the population aged between 20 and 64 years is inevitable : no matter the level of fertility, replacement migration is much higher for the next two decades that what has been planned for Quebec. Finally, immigration has no significant impact on the age structure of a population: it is quite unrealistic to expect this component to prevent that the percentage of those 65 years and over in the total population exceeds 25%. The only way to reach this objective is a rapid increase of fertility at the replacement level. This means that immigration can in no way prevent the ageing of the population or have a significant impact on the process.
Récipiendaire du prix Jacques-Henripin décerné au meilleur mémoire de l'année 2008 en démographie canadienne.