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Workforce getting older: Which HR practices matter?

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dc.title Workforce getting older: Which HR practices matter? en
dc.contributor.author Gregar, Aleš
dc.contributor.author Pejřová, Ivana
dc.relation.ispartof Psychologie práce a organizace 2017: Pracovní potencial a jeho proměny v čase. Work Potential and its Changes over Time
dc.date.issued 2017
dc.citation.spage 185
dc.citation.epage 195
dc.event.title 16th International Conference on Work and Organization Psychology
dc.event.location Zlín
utb.event.state-en Czech Republic
utb.event.state-cs Česká republika
dc.event.sdate 2017-05-24
dc.event.edate 2017-05-25
dc.type conferenceObject
dc.language.iso cs
dc.publisher Tomas Bata University in Zlín
dc.relation.uri https://is.muni.cz/repo/1403206/Myska_sbornik.txt
dc.subject workers 50+ en
dc.subject working potential en
dc.subject knowledge management en
dc.subject age management en
dc.subject social responsible management human resource management en
dc.subject competitiveness en
dc.description.abstract Statistical data on worker's 50+ unemployment along with the demographic age structure forecast of the workforce in the labour market show, that group of workers 50+ makes growing macro-economic and also social problem. Our research is based on the assumption that it is possible and necessary to find a solution at the level of a company. 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. But in terms of qualification and motivation, this group can represent a significant potential of knowledge, skills and abilities. Workers 50+ can be a significant potential for company human resource management and its competitiveness, if we use specific procedures of personnel management (diversity management, age management). Our research includes four groups of respondents: workers 50+, HR professionals, managers and other workers (workers 50-). This paper introduces partial results and presents the comparison of attitudes of HR professionals and workers 50+ towards potential of these workers and conditions for its appreciation in the enterprise. What should HR professionals take into account when preparing measures specifically aimed at the inclusion of working potential of these workers as part of human resource management activities? en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1008977
utb.identifier.wok 000473811400017
utb.source d-wok
dc.date.accessioned 2019-08-16T09:30:13Z
dc.date.available 2019-08-16T09:30:13Z
utb.contributor.internalauthor Gregar, Aleš
utb.contributor.internalauthor Pejřová, Ivana
utb.fulltext.affiliation Aleš GREGAR, Ivana PEJŘOVÁ Univerzita Tomáše Bati ve Zlíně, Fakulta managementu a ekonomiky, Mostní 5136, 760 01 Zlín, ČR
utb.fulltext.dates -
utb.fulltext.sponsorship Příspěvek byl zpracován jako jeden z výstupů projektu financovaného Interní grantovou agenturou FaME UTB, č. IGA/FaME/2016/001 (Zvýšení podnikatelské výkonnosti prostřednictvím sdílení znalostí zaměstnanci).
utb.wos.affiliation [Gregar, Ales; Pejrova, Ivana] Univ Tomase Bati Zline, Fak Managementu & Ekon, Mostni 5136, Zlin 76001, Czech Republic
utb.fulltext.projects IGA/FaME/2016/001
utb.fulltext.faculty Fakulta managementu a ekonomiky
utb.fulltext.faculty Fakulta managementu a ekonomiky
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