Ageing Workforce Will Challenge Employers

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Table of Contents

Introduction
Impact and strategies in EU
Conclusion
References

Introduction

In the mid 40’s, United States experienced what was termed as the baby boom. In 2006, there were reports everywhere in the media about the baby boom generation turning 60. This has led to a demographic crunch. Just like America, Europe’s position of the demographic inclination points out that more and more people are growing older and that the generation of the 50 plus and the boomers takes a third of the total population of the UK. This could be attributed to the demographic phenomena which are rising of life expectancy due to improved health services and the reduction of fertility rate. This demographic shift will affect businesses from two perspectives. In terms of market, the buyer behavior is bound to shift indicating the buying traits of the aged and the second perspective is the effect of this demographic shift on workforce. It is therefore a point of the business organizations in the EU to put up measures that will ensure there survival as a result of this aged population.

Impact and strategies in EU

An aging population means a shrinking workforce. This means that businesses must prepare for hard times in terms of labor. In the UK, a study carried out by the University Of Nottingham Institute Of Enterprise and innovation indicated that most of the respondents believe that in the next ten years, the greatest problem that businesses are going to face is shortage of labor as a result of aging population and fuel shortages (Nottingham 2006).

Adecco Institute set out a demographic fitness survey in the five major economies of the EU with an aim of finding out how ready the business organizations in each country were in terms of coping up with the demographic crunch. To facilitate this, the institute developed a five factor indicator which included the following:

Career management
Lifelong learning
Knowledge management
Health management
Diversity management

The grading was done at a scale of 100 to 400 points. At the end of the survey, the UK came up tops with a total 186 points tying with Germany while France came fifth with a miserable 174 points. The results did not really indicate that the UK was safe from the effects of the demographic crunch, in fact, Wolfgang Clement, the chairman of Adecco Institute pointed out that all of the five major economic strongholds of the EU attained the recommended demographic Fitness Index (DFX). The purpose of the survey was to show the EU business organizations that the demographic trend was attaining a new look that called for new reforms that would reflect the new trend (Growing Business 2008).

Governments have therefore resorted to putting up mechanisms to curb this problem of the exodus of aged workers. In Britain, Prime Minister Tony Blair had to make reforms on the pension reform legislation by rising the age of retirement to 68 years. In some instances, governments have cut down on retirement benefits so as to discourage people from retiring early. In the same line, France increased its retirement age from 35 to 40. Individuals were supposed to work productively in their years to justify them to get the retirement benefits. (Drudge 2006).

Britain also made resolutions to encourage more working-age immigrants. This initiative was taken after the EU expanded its membership to 25. Citizens of other EU countries were allowed to enter without restriction. 300,000 immigrants from Eastern Europe entered Britain from Lithuania, Slovakia and Poland. In France, the government has resorted to giving huge benefits whose sole aim is to encourage births. This is aimed at ensuring that another episode of demographic crunch does not occur (Drudge 2006).

UK has a projection in the increase of the number of aged workers. It was projected that there would be three million workers between age 60 and 75 as compared to the existing one million. This would pose challenges to the labor market. It will mean that organizations put up more measures to ensure that workers are motivated and also to ensure that training is given to the less technologically oriented old age people. Precisely, a well calculated training had to be given on IT so that the workers can adjust into the current working systems. In addition to this, employers were also warned to be keen on law suits that were likely to result from the ageing population. This could be as a result of the employment discrimination act protecting the ageing population from being discriminated against in the work place (Amble 2007).

Another perspective of the ageing population’s effects on businesses is from the market point of view. This includes the changes in the buying and saving behavior of the population segment. At old age, people are like to spend less on consumer goods. They are more interested in saving. In addition, the consumer taste of goods changes completely with age. Older people are more interested in health services and goods. This trend has to be employed by business organizations to ensure tapping of the market. The general out come is a shift from abundant labor to increased consumption (the mature market, 2009).

Conclusion

Though it might look like the performance of business organizations my be reduced due to retirement of the experienced work force, there is hope that a good communication between the lines of service can lead to working together as a block and thus achieving the corporate goal (Ernest & Young, 2007). By working together, there will be mentoring and tricks transferee to the younger generation thus a clear and good succession plan for the senior and middle management positions. This will help organizations keep performing remaining on top of the pack.

References

Amble, B. (2007), “Ageing Workforce Will Challenge Employers.” Management Issues. 2009. Web.

Drudge, M. (2006). “Europe Faces Challenge of Ageing Population.” Voice of America news. 2009. Web.

Ernest & Young, “2007 Ageing US Workforce Survey: Challenges and Responses- An Ongoing Review.” 2009.

Growing Business Online. (2008), UK Best Prepared in Europe for Ageing Workforce,” 2009. Web.

The Mature Market, (2009), “Population Ageing.” Web.

University of Nottingham. (2006), “Ageing Population, Biggest threat to Business.” 2009. Web.

www.growingbusiness.co.uk

www.aarpinternational.org

www.acci.asn.au

www.thematuremarket.com

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Ageing Workforce Will Challenge Employers

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