Older workers: Do they know their working potential?

Abstract

Statistical data on worker's 50+ unemployment along with demographic age structure forecast of workforce in the labour market show, that group of workers 50+ makes growing macroeconomic and also social problem. Our research is based on assumption that it is possible and necessary to find a solution at the level of micro-economic. With regard to traditional concept of personnel management, workers 50+ are not perceived as a group that represents an interesting work potential for a company. They are seen as a specific group requiring special treatment of personnel management, focused on preparing on retirement (often early retirement) of these workers. But in terms of qualification and motivation, this group can represent a significant potential of knowledge, skills and abilities, if we use specific procedures of personnel management, diversity management. Our research finds out that workers 50+ are aware of their working potential and its influence on the results and success of the organization. They also recognise several conditions for its appreciation in the company. Knowing these attitudes of older workers might help HR professionals when preparing measures specifically aimed at the inclusion of the working potential of this important employees group as part of human resource management activities.