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Effective Employment Practices
Many private and public organizations are employing creative ways to more
effectively utilize the skills and knowledge of the aging workforce. These best
practices cover various aspects of workforce development including hiring,
retention, and training.
Hiring
Companies are expanding their recruitment beyond the traditional workforce sources.
- Network with senior associations to advertise jobs.
- Partner with trade associations to attract senior members who may have early
retirement programs, but still want to work.
- Partner with local Chamber of Commerce to create a professional
employment job network club.
Real Employers, Real Solutions
Retention
Instead of watching valuable knowledge walk out the door through early retirement,
some companies are establishing phased retirement programs or hiring workers back as
consultants.
- Create a phased retirement plan as part of an apprenticeship program to
transition from work to retirement, improve recruitment, and retain skilled staff
as trainers and mentors.
- Provide flexible work hours and telecommuting to keep valuable skills in house.
- Organize work in modules of four hours each. Work modules provide flexible work
schedules for employees and facilitate the transition from full-time employment to
full-time retirement.
- Provide options for sabbaticals, creative assignments, or consulting. This
provides opportunities for more interesting work while the company benefits from
the employees experience and skills.
- Extend the ability of workers to perform physically demanding jobs through
ergonomic improvements and better job design.
Real Employers, Real Solutions
Training
Other organizations have revised their traditional training policies and methods
to determine if they are inadvertently contributing to skill stagnation.
- Provide a program to change the attitudes of employees towards internal mobility
and include training to acquire skills for jobs in expanding areas of the organization.
- Provide open access training through low cost corporate computer based education
to encourage all employees to upgrade their skills.
- Partner with other businesses and contract with the local community college to
provide custom designed courses to train older employees in needed skills.
Real Employers, Real Solutions
Company Culture
Organizations are reviewing the company culture to determine if age stereotypes are
robbing the organization of needed talent by limiting access to job hiring,
promotion, training and retention
- Develop an age-awareness policy aimed at all organizational levels
- Provide age-awareness training for HR personnel, managers and other key personnel
- Survey older workers on perceived age barriers and how to overcome them
- Provide intergenerational sensitivity training to improve relationships between younger and older workers
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The Employment Development Department is an equal opportunity employer/program.
Auxiliary aids and services are available upon request to individuals with disabilities.
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