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Older workers: Do they know their working potential?

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dc.title Older workers: Do they know their working potential? en
dc.contributor.author Pejřová, Ivana
dc.contributor.author Gregar, Aleš
dc.relation.ispartof Proceedings of the 3rd International Conference on Finance and Economics 2016
dc.date.issued 2016
dc.citation.spage 502
dc.citation.epage 510
dc.event.title 3rd International Conference on Finance and Economics (ICFE)
dc.event.location Ho Chi Minh City
utb.event.state-en Vietnam
utb.event.state-cs Vietnam
dc.event.sdate 2016-06-15
dc.event.edate 2016-06-17
dc.type conferenceObject
dc.language.iso en
dc.publisher Tomas Bata University in Zlín
dc.subject human resource management en
dc.subject competitiveness en
dc.subject workers 50+ en
dc.subject working potential en
dc.subject knowledge management en
dc.subject quality of life en
dc.subject socially responsible management en
dc.description.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. en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1008942
utb.identifier.rivid RIV/70883521:28120/16:43874752!RIV17-MSM-28120___
utb.identifier.obdid 43875403
utb.identifier.wok 000471168600041
utb.source d-wok
dc.date.accessioned 2019-08-16T09:30:10Z
dc.date.available 2019-08-16T09:30:10Z
dc.description.sponsorship Internal Grant Agency of FaME TBU [IGA/FaME/2016/001]
utb.contributor.internalauthor Pejřová, Ivana
utb.contributor.internalauthor Gregar, Aleš
utb.fulltext.sponsorship Authors of this article are thankful to the Internal Grant Agency of FaME TBU No. IGA/FaME/2016/001
utb.wos.affiliation [Pejrova, Ivana; Gregar, Ales] Tomas Bata Univ Zlin, Fac Management & Econ, Mostni 5137, Zlin 76001, Czech Republic
utb.fulltext.projects IGA/FaME/2016/001
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