Your SlideShare is downloading. ×
Ageing Workforce Strategy Attraction and Retention
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Saving this for later?

Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime - even offline.

Text the download link to your phone

Standard text messaging rates apply

Ageing Workforce Strategy Attraction and Retention

4,706
views

Published on

Presentation for my class on the ageing workforce and attraction and retention strategies.

Presentation for my class on the ageing workforce and attraction and retention strategies.

Published in: Career, Technology

1 Comment
2 Likes
Statistics
Notes
No Downloads
Views
Total Views
4,706
On Slideshare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
227
Comments
1
Likes
2
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. + AGEING WORKFORCE STRATEGY ATTRACTION AND RETENTION Allison Denny-Collins
  • 2. + Some statistics   Australiacurrently experiences workforce growth of about 170,000 each year.   Workforce growth for the entire decade of 2020s will only be about 125,000.   Between 2005 and 2020 the number of people aged 55 and over will increase by more than 50 per cent.   By 2050, the number people aged 55 and over will have increased by over 200 per cent.   by 2050, the number of people aged 18 to 54 is projected to grow by just over 7 per cent. Australian Bureau of Statistics
  • 3. + Some more statistics
  • 4. + Even more statistics (sorry…)   The number of older people working beyond the traditional retirement age has jumped by almost half in three years.   Asurvey last November found that 22% of people aged 65 to 69 are still working, compared with 9% in 1989.   Unlikeyounger workers, most mature age workers are working part-time, and their participation rates are rising fast, though at lower levels.   Today, there are approximately six working individuals in Australia for every person over 65 years(6:1); during the next twenty years, it is estimated that ratio will be reduced to 3:1 Australian Bureau of Statistics
  • 5. + Skill supply vs. demand Confronting the Talent Crunch 2008 – A Manpower White Paper
  • 6. + Why should you employ them?   They are already skilled.   An organisation can maintain corporate memory.   They are loyal, reliable and have a good work ethic.   They stay 2.4 times longer than a younger person and therefore there is lower turnover.   There is a wider pool of applicants.   They add diversity to a workplace.   They are highly productive. National Strategy for an Ageing Australia, Employment for Mature Age Workers Issues Paper, November 1999.  
  • 7. + Try this model The New Agenda for an Older Workforce – A Manpower White Paper 
  • 8. + Strategies for your organisation   Tohave a detailed understanding employee demographics, and of what key positions or job categories may be at risk in the near future.   Identify potential opportunities for attracting and retaining mature workers using part-time or alternative work arrangements.   Investigate a strategy for retraining mature workers as part of the learning and development strategy.   Developstrategies to preserve critical knowledge before it walks out the door.   Review how effectively age-related issues are addressed within the organisations overall diversity strategy.
  • 9. + Strategies for your organisation   Attraction and Retention Strategies   Flexible working options   Training and development   Being a mentor to younger staff   Being mentored by younger staff on new technology   Use flexible remuneration and conditions, i.e. additional leave for caring purposes.   Being on a contact list for short term employment and projects.   Being part of an alumni for mentoring and networking opportunities.   Knowledge Transfer   Identify employees in critical roles who are about to retire. Find a replacement approximately three months before the planned retirement date. Allow this time for knowledge transfer and mentoring.
  • 10. + References    Australian Bureau of Statistics   Defence Personnel Environment Scan 2025   Addressingthe challenges of an ageing workforce - A human capital perspective for rms operating in Asia Paci c; 2004, IBM    TheNew Agenda for an Older Workforce – A Manpower White Paper, 2007, Manpower Inc    Australia’s Ageing Workforce, Dr Karen Hall, Chief Policy Adviser, Health Chamber of Commerce and Industry   Confronting the Talent Crunch 2008 – A Manpower White Paper, 2008, Manpower Inc
  • 11. +   Allison Denny-Collins alli@shiftedhr.com Skype allidc Twitter allidc Blog http://www.shiftedhr.com/