The Aging Workforce

When searching finished the help wanted ads at that place seems to be thousand and thousands of available jobs this distinguish increases daily as companies have employees take into account the disposal. More and more employees are retiring or are nearing retirement era once these employees progress so does all the yrs of experience acquired during their tenure with the comp some(prenominal). This is going on in some(prenominal) industries and whiz industry that I am in person familiar with is corrections. The corrections industry has a vast number of fourth-year, flavor employees retiring and with each year more are leaving the head for the hillsforce. Added prize of maturement men when recruitingThe population is aging and as spate secure older more are leaving the hands. As those known as baby boomers age and begin to leave the labor force their pass on be fewer workers available to fill those positions. The majority of specialized jobs, professionals such as educators and managers, and government workers are older workers. With the changing work environment, such as the utilization of technology the HR recognizes the need of older workers in particular to acquire or refresh their skills. New technologies whitethorn intimidate older workers that are reluctant to learn the skill which lack of the skill may limit advancement opportunities.However, more employees are working(a) one clock time(prenominal) the age of 65. This may be for several reasons. Some older people work long-run because of a desire to feel alive and needed. Others work because of insufficient retirement plans or financial distress. Whatever the reason is in that location are many workers passed retirement age still active in the work force. At the state prison where I am diligent the majority of managers and supervisory staff are over fifty. There was trivial room for advancement for sweet employees because the older workers were not retiring, besides worki ng after thirty even forty years of service. Challenges/Issues HR faces from aging workforceOne major issue that employers face with an aging workforce is retaining older employees. Compared with the past, older the number of older workers can be expected to grow disproportionately in the years to come. Organizations losing experienced employees that have skills and knowledge critical to the achiever of the boldness make efforts to convince aging employees to remain with the organization, if only on a part-time basis. When an organization loses experienced workers the HR managers anticipate a loss of knowledge and talent and also offer benefits and flexible programing in order to retain employees.Currently, my organization is facing the exact dilemma. In the Records department thither are ten employees, sextuplet which have been use over twenty five years and are eligible to retire. Of these six eligible employees, there are four employees that are retiring this year two of whi ch are the office supervisors. Since HR has learned of their intention it has offered bonuses, lucre increases, promotions, and flex schedules to convince them to stay. None of them have taken the offers and did not parcel out the option. other issue is numerous job vacancies in the near future.The recruitment process will be draining on resources such as time, staff, and compensation because of the dwindling pool of younger workers. Moreover, it may be demanding to find new workers with the appropriate skills required to perform job duties efficaciously. Another issue is health issues such as chronic conditions which may be given to excessive leave time taken by aging employees. However, the executing of better wellness programs and similar initiatives offers possible ways of avoiding excessive time off for illness. Another issue with the aging workforce will be age discrimination.With older Americans still in the workforce, an increasing number of lawsuits regarding age ca n be anticipated in the future. Thriving employer punctuate An employer brand is the image of that an organization. It is a positive way to promote the organization all among employees or stakeholders. It is that employer brand that attracts potential employees and stakeholders. It is what makes someone want to invest metropolis and be connected to the organization in some way. According to Minchington and Estis there are six steps to an employer brand.These six steps are realize how branding is viewed within the organization, define the employer brand and project scope, relation among HR, marketing, and communications, discovering the employer brand, CEO and senior management involvement, and communications planning (2009). In my organization the thriving brand is public safety, public service, social responsibility, and striving for excellence. The organization has received a lot of recognition for its efficiency and its stellar feat in keeping the community safe and giving back to the community.The name of the organization alone is a brand in itself and several of our deference officers travel doneout the United States to assist other agencies with becoming a thriving brand as well. There are always new people looking to become employees or those that are writing stories or articles on the organization. Qualitative and numeric info HR may profit to show value added by aging workforce Qualitative data is characterized attributes and characteristics quantitative data is measured numerically.HR can use some quantitative data to measure employee productivity. Some of examples would be number of units produced, number of eld missed, number of errors, and number of disciplinary action. This information can be introduce monthly, quarterly, or yearly. This can help HR determine if the employee is an average, poor, or neat employee. Personally, I think this information can be leading because it does not take contributing factors into account such as il lness. An employee could have had no absences for years and then may become ill and had to miss many days.If the data collected only shows attendance for the past month it looks as if the employee has poor attendance which is not true but merely a recent and isolated incident (www. smallbusinesschron. com). Qualitative data is what is gathered through human observations. These observations can include observing workers work habits, attitude, behavior, or any factor that may affect his/her ability to perform their job effectively (www. smallbusinesschron. com). This is reliable information to a point because everyone works differently. What seems counterproductive to one may be effective for another.One also has to consider the observer may not be objective and may see things through tinted glasses. using both methods can add value to an aging workforce but it can also devalue it as well. Conclusion The aging workforce is definitely a concern for HR because once these people leave t he organization there will be many vacancies to fill and a small pool of qualified workers to fill those vacancies. Although workers are working longer the future of many organizations are definitely are in jeopardy. As the baby boomers retire and begin to enjoy their golden years there will be no one left in the workforce to replace them.