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Older staff often come with more life experience and a willingness to work Essay Example

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Older staff often come with more life experience and a willingness to work

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Employers will need to consider how they can best become an employer of choice for older workers and how they can retain older workers in an increasingly competitive market place.   For some organizations this will mean a significant culture change.  Consider that 25-34 is the current favorite recruitment age of employers and The Employers Forum on Age has estimated that ageism costs the United Kingdom economy over £26bn each year.  This article will help you to explore the issues that affect your capacity to be an age positive employer and help you to identify the steps you need to take to fully to comply with the Employment Equality (Age) Regulations 2006. We are also going to touch on the Europe’s 2020 growth strategy. Finally were going to have a conclusion having stated all the important points that will help the reader to get the best knowledge about this topic (Robert 2007).Workplace flexibility strategy in general, is not formally defined. Each employer has in place a variety of informal flexibility strategies enabling employees of all ages to accomplish work in the most efficient and collaborative manner. Among these strategies are practices that specifically meet the needs of older workers. However, in their communications with employees, the employers describe flexibility strategies as offering something for employees at every stage of life. The following motivates employers to initiate flexibility strategies: recruit, retain, and engage older workers, retain experienced staff and circumvent massive retirements, re-career” older workers instead of losing them to external opportunities, help older workers continue to be effective on the job, engage retirees and tap into their knowledge and skills Organizations should take the dimensions that influence perceptions of age (Marion 2009).It is important for employers to begin the older worker policy development process with a good understanding of the situation within their organization. Assessment of the number of workers approaching retirement age and the potential impact of the loss of their knowledge, expertise, and productivity is vital. To help employers understand the state of their own workforce, the employer resource section offers a workforce assessment tool for human resource managers. This tool allows companies to evaluate how retiring workers will affect their organization, address skill shortage challenges due to staff attrition, create a work environment that

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