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Upcoming significant changes in the age structure of Polish society necessitate a different approach to strategic human resource management in organizations. In the coming years, it turns out that the competitiveness of enterprises will determine, among others, ability to develop and maintain the employment of workers with middle and older age groups. At the same time reach young people and children of candidates and employees will be far more difficult than it is today, and both of these tasks will require non-standard so far – actions.

Age management is the process by which an unambiguous definition is not easy. This process applies to both measures implemented by employers strategically, operationally by managers and HR staff and individually by each of us who also own age in a professional context can or should be managed.

Age management from the employers is to develop and implement such tools and ways of doing that by responding to specific motivations, take account of the (age-related) constraints and needs will help you optimize the efficiency of workers of all ages.

Looking from the perspective of each of us as an employee, age management will often mean a conscious need for a systematic and long-term development, long-term thinking about his own career, consider the possibility of retraining or changing jobs. Age management for each of us is also a chance for long remain an active and attractive participant in the labor market.

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