Availability: Managing the aging workforce | Technische Universität München

Managing the aging workforce: challenges and solutions

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Bibliographic Details
Main Authors:	Leibold, Marius (Author), Voelpel, Sven 1973- (Author)
Format:	Book
Language:	English
Published:	Erlangen Publicis [u.a.] 2006
Subjects:	Age and employment Older people > Employment Older people > Social conditions Personnel management Population aging Management Älterer Arbeitnehmer
Links:	http://books.publicis-erlangen.de/de/produkte/management/bwl/index.cfm?bookid=5854 http://deposit.dnb.de/cgi-bin/dokserv?id=2785689&prov=M&dok_var=1&dok_ext=htm http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=015024148&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA
Physical Description:	244 S. Ill., graph. Darst.
ISBN:	389578284X 9783895782848

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MARC


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Record in the Search Index

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adam_text	Contents Introduction ............................................... 16 part ι The Challenge Ahead 1 Critical Challenges of the Aging Workforce for Enterprise Sustamability and Survival ................................22 How Big and Serious are the Challenges of an Aging Workforce? ......22 Why are the Challenges Critical Right Now? ......................24 I Competition for Talent and Skills in an Aging Society ..............24 I The Pressure for Innovation: The Necessity to Reinvent Company Value (Products & Services) in the Knowledge-Networked Global Economy .. 26 1 Escalating Costs ..........................................26 I New Work-Life-Meaning Relationships ........................27 Which Companies and Organizations are Responding to the Challenges? 27 Can the Challenges be Managed? How, What and Where are the Solutions for My Company? ................................ 30 I Realization of the Interrelated Challenges of an Aging Workforce .....30 I Insight into the Implications of an Aging Workforce for an Enterprise s Business Model ..........................................31 I Strategic and Operational Capabilities to Devise and Implement Appro¬ priate Solutions in Managing the Challenges of an Aging Workforce .. 32 2 How Demographic Trends will Impact Economies, Industries and Enterprises ................................36 What is Happening to the World s Population and Workforce? ........36 1 Demographic Realities .....................................37 I Affitudinai Shifts in Society .................................40 1 The Nature and Impacts of an Aging Workforce ..................41 How will Economies, Industries and Enterprises be Affected? ..........48 I Wider Politica) and Societa) implications ........................52 Contents 11 What Interventions are Possible? ...............................54 What Should My Enterprise Be Doing? ...........................60 part n Managerial Objectives 3 Company Objectives to Increase the Value (V) of the Aging Workforce for an Enterprise .........................64 The Necessity of Clear, Integrated Objectives to Increase the Value of an Aging Workforce ............................... 64 Who is Responsible for Setting These Objectives? ..................67 The Particular Types of Business Model Objectives that are Necessary ... 69 I The First Key BM Element: Objectives Concerning Particular Market Needs .................................................70 I The Second Key BM Element: Objectives Concerning Specific Product Propositions ......................................70 1 The Third Key BM Element Objectives for Particular Value Chain Configurations ..........................................71 1 The Fourth Key BM Element: Objectives Concerning Particular Enterprise Policies and Capabilities ............................72 Objectives in Each of the Five Key Organizational Action Fields ........73 I Objectives for Managerial Mindsets ...........................73 1 Objectives for New Knowledge Management Processes ............74 1 Objectives for Age-Related Health Management Processes .........75 і Objectives for Human Resources Management (HRM) Processes .....76 I Objectives for the Work Environment and Physical Tools for an Aging Workforce ......................................78 Towards Integrated Aging-Focused Workforce Objectives ............79 4 The öV-Framework to Increase both Productivity and Creativity of the Aging Workforce .........................81 The Two Key Value-Adding Dimensions of the Workforce in Any Enterprise ................................................. 81 Why a öV-Framework? ....................................... 82 Dynamics of the oV-Framework ................................83 Managing the öV-Framework as a Process ........................85 12 Contents part ni The Five Value-Adding Fields 5 The First V-Field: Mindset Change Approaches for the Aging Workforce .....................................90 The Prerequisite: Understanding the Mature Worker ................90 I Myths and Realities about Older Workers ......................91 1 Positive Qualities of Older Workers ...........................95 The Necessity of a New Managerial Mindset Concerning the Aging Workforce ................................................. 96 1 Urgency to Change the Status Quo ...........................99 Key Elements of a New Managerial Mindset about the Aging Workforce ................................................. 99 Enabling a New Managerial Mindset to be Embedded in the Organization .............................................. 102 Tools to Manage Mindset Change Processes both Internally and Externally to the Enterprise ................................... 105 6 The Second V-Field: Knowledge Management (KM) Approaches for the Aging Workforce .....................109 Understanding the Nature of Knowledge Threats to the Enterprise Due to the Aging Workforce .................................. 109 A Practical Knowledge Management (KM) Model for an Aging Workforce ................................................ 113 1 Phase One - Workforce Knowledge Assessment ................113 I Enterprise Competitive Needs ..............................114 I Phase Two - Recruitment and Retention ......................116 1 Phase Three - Knowledge Capture and Transfer .................117 How to Retain Critical Knowledge: A Knowledge-Retention Framework and Actions .....................................123 1 Barriers to Organizational Knowledge Retention .................127 How to Transfer Tacit Knowledge, Wisdom and Deep Smarts of an Aging Workforce ........................................ 129 Knowledge-Recovery Initiatives ............................... 136 KM and Overall Enterprise Sustainability: The Systemic Context of the Aging Workforce ........................................ 140 Contents 13 7 The Third V-Field: Health Management Approaches for the Aging Workforce .................................145 Health is More than Just a Physical Issue for an Aging Workforce .....145 Fitness is Not a Matter of Age ................................. 147 Mental Health Management of an Aging Workforce ............... 149 Physical Health Managementofan Aging Workforce .............. 156 I Chronic Conditions of an Aging Workforce ....................158 I Health Plans ...........................................160 I Designing Health Promotion Programs ........................161 Emotional Health Management of an Aging Workforce ............. 163 Integrated Health Management Tools to Increase Productivity and Creativity of an Aging Workforce .............................. 167 8 The Fourth V-Field: Work Environment Approaches for the Aging Workforce .................................172 The Importance of Appropriate Work Environment and Physical Tools for an Aging Workforce ..................................... 172 Work Environment Responses to Physical Changes of an Aging Workforce ................................................ 174 I Creating a Safe and Healthy Work Environment .................178 Ergonomics and Reduction of Stress for an Aging Workforce in the Workplace ........................................... 179 Creating the Right Work Environment Action Fields ................183 Technology and Tools for an Aging Workforce .................... 185 I The Digital Workplace and the Aging Workforce ................187 I The Need to Establish Electronic Workplace Platforms Among an Aging Workforce .....................................189 9 The Fifth V-Field: Human Resources Management (HRM) Approaches for Managing the Aging Workforce ...........194 The Challenges and Changing Role of HRM Concerning an Aging Workforce ................................................ 194 HRM Strategies and Work Models for an Aging Workforce .......... 199 Key HRM Action Fields for an Aging Workforce ...................206 і HRM s Role in Knowledge Retention and Transfer ...............206 I Flexible Learning and Training ..............................211 14 Contents I Comprehensive Compensation and Benefits ....................212 I Extended/Variation Careers ................................214 Critical Perspectives and Steps for Successful HRM Programs .........215 part iv Putting It All Together 10 The öV-Scorecard for Measuring the Performance of an Aging Workforce ..................................222 What Overall Performance of an Aging Workforce Should be Measured? ............................................... 222 The Integrated öV-Scorecard as a Holistic Measurement Tool of the Value-Added of an Aging Workforce ........................224 Combining 5V Implementation Tools and Measurement Tools ........225 The Dynamics of Utilizing the öV-Scorecard ......................226 Glossary of Major Terms ................................... 228 Notes .................................................. 232 Index .................................................. 242 Contents 15
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author	Leibold, Marius Voelpel, Sven 1973-
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spellingShingle	Leibold, Marius Voelpel, Sven 1973- Managing the aging workforce challenges and solutions Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management (DE-588)4037278-9 gnd Älterer Arbeitnehmer (DE-588)4000571-9 gnd
subject_GND	(DE-588)4037278-9 (DE-588)4000571-9
title	Managing the aging workforce challenges and solutions
title_auth	Managing the aging workforce challenges and solutions
title_exact_search	Managing the aging workforce challenges and solutions
title_full	Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel
title_fullStr	Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel
title_full_unstemmed	Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel
title_short	Managing the aging workforce
title_sort	managing the aging workforce challenges and solutions
title_sub	challenges and solutions
topic	Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management (DE-588)4037278-9 gnd Älterer Arbeitnehmer (DE-588)4000571-9 gnd
topic_facet	Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management Älterer Arbeitnehmer
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work_keys_str_mv	AT leiboldmarius managingtheagingworkforcechallengesandsolutions AT voelpelsven managingtheagingworkforcechallengesandsolutions

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