Theoretical and some practical perspectives on age diversity and comparative age management

Suzana Košir and Vilma Alina Šoba

International Journal of Innovation and Learning, 2016, vol. 20, issue 3, 309-327

Abstract: Aging of the population has a major impact on the labour market. The problems that arise are: the problem of employment of the elderly and the existing retirement system and the stability of the pension fund. The measures in the area of retirement and changing legislation and social care of older people are not enough to solve the organisational employment structure and maintaining organisational knowledge. It is necessary to focus on increasing flexibility of employment and age diversity in the workplace. Managing the diversity of the workforce within the organisation is a great challenge for any organisation, in order to achieve maximum efficiency of the organisation and employee productivity. The study is primarily intended for career designers and human resource management in organisations. The findings of the research are related to the relatively unexplored area of age diversity in the organisation. The research is focused on factors that affect and contribute to the economic outcomes of the organisation, the efficiency and productivity of individuals and coexistence of age-diverse employees in the workplace. The organisation and its age diversity employees are essential for intergenerational management and age management.

Keywords: aging; generation; age management; human resource management; HRM; age diversity; intergenerational management; employment structure; retirement system; pension funds; older people; organisational knowledge; employee productivity. (search for similar items in EconPapers)
Date: 2016
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