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Monday, January 16, 2012

Why age matters in the workplace today?

Human resource managers are probably in a dilemma together today because of the age factor at work. With the aging of baby boomers who do not really know how to deal with them as they age. In addition, as a result, they are good in a loss to understand their impact on team effectiveness, retention, recruitment and employee involvement.

Age does not matter now because it is for all the circumstances of an individual. Since the nature of the decisions that they will do with the kind of results, age has its own effect.

Updating the bar is not an easy task for anyone, especially the human resources managers, the inherent difference between someone who is in his twenties, someone who is white, in his forties. In addition, particularly older not very open to change and learn new methods and processes, especially when they learn from someone younger than they have.


Since it can be to create the human resources department or manager, to have an environment where the age is not decisive. To do this, you must ensure that employees and managers are aware and understand age difference, what everyone needs.

provide a further role to play, the recruiters have such opportunities for employees and managers when the age factor is not the main problem, but not forgotten. Although it is not easy to define opportunities related to age, human resource managers can strive to understand their meaning through websites and other options.

Sensitivity to age is something that all recruiters who know and remember do not have to do something to blow the sensuality of proportion. The application of the law is very important to keep talented people, but older.

At the same time human resources to keep older workers feeling the age difference too. Age is also directly to the culture and this is another aspect to consider human resources when it comes to the Baby Boomer because when he gets back to basics, culture greatly influenced the behavior of personality and employee.

Age matters in addition to meaning and human resources need to be aware of the age factor when making an investment decision. This is not an easy decision, but it should be.

2 comments:

  1. Khan, I wish you had asked someone with English as a first language to proof-read this with you... some parts are not very clear.

    My own perspective is that age matters less and less for a number of reasons...

    1. Whatever the perspective, many (admittedly, not all) of us have acclimatised to the steady march of gadget time. Instead of seeing all of these devices as essential tools, we have the maturity to differentiate between mere expensive toys and useful media that enhance business and communication - rather than, as the more youthful - simply wasting our time engrossed in fascinating but useless features. In this context, age is a definite plus.

    2. People are spending less time with any one employer - a factor that was initiated by employers, not the employees, due to the employers leaning so heavily on "bean counters" who by the nature of their profession have no investment in humanity whatsoever and total investment in "bottom line" numbers. As a result, in reality employers actually have higher costs due to higher employee turnover - the reverse of what their army of accountants had proposed and intended.

    So the age of a person matters less - but performance matters more. If an older person can be more efficient or close more sales, then the older person is the one for the job. The bottom line is that there is no corporate loyalty any more - from either employees or consumers.

    The younger person may only be there for five years (or less) anyway... if any HR Department today is still reviewing resumes based on a employment longevity, they are way behind the times.

    3. Until "bean counters" started this slash-and-burn method of doing business, companies rewarded long-term employees with benefits, including housing, company vehicles, pension contributions, golden handshakes, even free uniforms and other benefits (all of which the "bean counters" consider totally unnecessary).

    Nowadays it is common for an employee to receive almost no benefits, and even to be employed as "part time" or a "consultant" for as long as a decade at the same company, working as a permanent employee but entitled to no pension, health benefit, or any other perks of permanence in the workplace. Nor do they receive a sufficient salary with which they could provide their own pension or benefits.

    The necessary result is a workforce even larger than the baby boomers who have not been able to afford the retirement savings cushions the baby boomers have... and I have never yet seen any reference to the load these people will put on the system after the baby boomers are taken care of.

    The "bean counters" have saved their employers a few pennies in the short term, but I think their employers (if they still exist) will face huge taxes in the future - to help pay for the post-baby-boomers still living in poverty and necessarily supported by the taxes of the next generations.

    I hope I have contributed in no small way to the discussion.

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  2. Thanks for writing on a very important subject.Remarks regarding English/Esl by Mr.Bim Jim are rude, he needs to learn some manners.
    Employers are different,some value age,some experience and some both.Old age is a reality and we all have to live with it.

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