How Do We Tackle the Challenges of Managing an Ageing Workforce in Today's HR?

Dear sir/madam,

I am currently pursuing my Masters in Human Resource Management at D.G.Vaishnav College, Chennai, and I am working on my final year dissertation on the topic 'Challenges in Managing an Ageing Workforce'.

Dear Sir/Madam,

I am currently pursuing my Masters in Human Resource Management at D.G. Vaishnav College, Chennai, and I am working on my final year dissertation on the topic 'Challenges in Managing an Aging Workforce.'

In order to correlate information from theoretical papers to real-life practices, I have developed an interview schedule (please find attached the same). The study aims to gather information on organizations' positions on older workers, the perceptions of older workers, flexible working conditions, and training.

The research will:

- Identify the views of the Aging Workforce
- Evaluate age-related issues in the organization's overall diversity strategy
- Help understand the influence of motivation on job performance among older employees
- Examine the co-existence of multiple generations in the workforce
- Identify the perceptions of older workers towards technological innovation and process improvements

To enable me to validate this study, your input as an experienced practitioner would be greatly appreciated in completing this study by March 2010.

All responses will be kept confidential. Reports will not name any specific person or organization.

Responses can be returned via email at sarath1787@gmail.com.

Sincerely,

Sarath Kumar

Hi, I hope I am not too late for the input. :) I have worked in a situation where I have handled very senior trainers (aging professionals). Basically, I was a center head in a training company and had senior faculty members reporting to me (retired professionals). Here are some bullet points that will give you an insight into ground realities:

1. Senior professionals are generally not as open to learning as young professionals are. So, be prepared to face some stiff resistance when you are planning to introduce something new. However, it's your patience, maturity, and understanding of the individual that help you get points across.

2. They tend to shy away from the use of technology because they are not comfortable with the idea of appearing "backward." It's mostly a complex issue. Treat it with sensitivity. Ensure a personalized demo in a comfortable environment so that the learning process is effective.

3. Ego - as they are professionals, they expect a certain amount of respect, and there are times when they feel that they 'know' more. In such cases, make sure you have a discussion at length and explain the pros and cons of any decision that you are going to implement as part of the management. Make sure you anticipate their objections, and you have thorough knowledge of the subject before the decision is initiated.

4. Respect - Make sure you show your respect in every possible way and show that their opinions are valued and can be implemented if they show the potential to be fruitful in the long term.

5. Clashes - If the group you are working with is large, then there are bound to be ego clashes within the group. Ensure you adopt a fair and neutral stand. Tricky but a desired quality that will come in handy in the long run. Alternatively, if you have the option, try to keep the groups separate in cases where there is no hope of truce between the "major warring groups" :) e.g., try putting them in different shifts so that friction is minimized as their paths will not cross often.

6. Build rapport to facilitate conversation and overall communication.

7. Sensitive - Make them feel special and wanted. Give them their share of importance. A small birthday celebration goes a long way in doing that.

8. RnR - Make sure their efforts and achievements are recognized by way of small gestures, felicitations, or certificates.

9. Share new information with them so they are abreast of the new innovations and can utilize them confidently.

10. Most importantly, always have review sessions with them on a one-to-one basis and also in a group review.

Hope this helps :) Good luck.

Hi there,

I have been working in a situation which is the topic of your project. Maybe the following will be useful:

(a) There might be lethargy in the people, which needs to be dealt with tact and maturity.
(b) Always respect the elderly, at least in public.
(c) The elderly would not want to part with their ideas and knowledge easily, so you have to reinvent yourself continuously until you gauge the other person.
(d) Remember, nothing works better than one-on-one speaking and taking key people into confidence.
(e) Always pep up the group mood with informal meetings, etc., to keep a tab on the group sentiment.
(f) I know all these activities are not easy always. Maybe the above inputs help you.

Regards,
Shabare

In my work experience, I have come across both stages. My reading is as follows:

- Very know-it-all attitude
- Very have already done it
- Ego
- There is no need to learn from bookworms; we have done it practically
- We have come up the hard way, not just by qualification
- Illness, fatigue
- Averse to change
- Juniors may overtake us
- Why should we cooperate?
- Not adjusting to the circumstances