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Keeping Your Workforce Intact
(January 7, 2009) While reviewing the content in the Bugler for tomorrow, the Rueters report data made us look twice.
We have been hearing talk about the number of government employees retiring and the huge voids that will be impossible to fill for a very long time now. The hiring blitz indicates the time is now.
We have debated the consequences of the loss of the corporate memory with many. We even consider that one way to slow down the number of people retiring was to eliminate their retirement funds. (Oh, that recently happened.)
But let's not go down that path.
Instead we thought it best to see what the experts are saying about our exiting aging workforce over at AARP. It is no surprise that the best plan is to try to keep them on the job. The things that are required to attract younger talent are the same things that are needed to keep older talent: respect and recognition, flexible hours, telecommuting options, part-time opportunities, training and education, and so on. While the big difference is the huge cost savings and competitive advantage in hanging on to the experienced worker.
Check it out for yourselves.
Business Case for Workers Age 50+: Planning for Tomorrow's Talent Needs in Today's Competitive Environment: Key Findings
For the 28 page Executive summary or the 100 page full report go to AARP
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by John Sumser
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