Voronezh, Voronezh, Russian Federation
The aging of the workforce leads to a reduction in the able-bodied population, this why serious socioeconomic problems threaten both for the Russian economy and for organizations. One of the possible solution strategies to making working life in later ages longer is to change the policy of managing workers aged 45–50. The revision of many practices in age-managing leads to awareness of the need in new format of relations between employers and age employees known as “business partnerships”, which include the formation of a continuity of generations, the preservation of institutional memory, corporate culture. This approach also contains some risks caused by the peculiarities of the older workers, and Irrational system of personnel management. A systematic and complete definition of risks will allow organizations and employees to avoid threats or create opportunities for their compensation.
older workers, personnel management, personnel risks, risks of the personnel management system.
Одна из тенденций рынка труда развитых стран — сокращение работников трудоспособного возраста, связанное со старением населения. К 2050 г. в возрасте свыше 60 лет будет около одной трети населения европейский стран. Данные Росстата свидетельствуют об устойчивом росте численности населения старше трудоспособного возраста и в Российской Федерации. При этом удельный вес молодых работников (18–24 года) и работников в возрасте 25–49 лет уменьшается, что вызывает дефицит квалифицированных кадров. Среди методов сохранения высокого уровня занятости, наряду с привлечением труда мигрантов, офшорингом рабочей силы, называют увеличение в структуре занятых доли лиц старше трудоспособного возраста, что означает изменение политики использования работников 45–50 лет. Перед многими российскими организациями встанет проблема сочетания стратегии омоложения персонала с ответственным отношением к работникам старших возрастов.
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