Managing the aging workforce: challenges and solutions
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Erlangen
Publicis [u.a.]
2006
|
| Schlagworte: | |
| Online-Zugang: | Ausführliche Beschreibung Inhaltstext Inhaltsverzeichnis |
| Beschreibung: | 244 S. Ill., graph. Darst. |
| ISBN: | 389578284X 9783895782848 |
Internformat
MARC
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| 245 | 1 | 0 | |a Managing the aging workforce |b challenges and solutions |c by Marius Leibold and Sven Voelpel |
| 264 | 1 | |a Erlangen |b Publicis [u.a.] |c 2006 | |
| 300 | |a 244 S. |b Ill., graph. Darst. | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
| 650 | 4 | |a Age and employment | |
| 650 | 4 | |a Older people |x Employment | |
| 650 | 4 | |a Older people |x Social conditions | |
| 650 | 4 | |a Personnel management | |
| 650 | 4 | |a Population aging | |
| 650 | 0 | 7 | |a Management |0 (DE-588)4037278-9 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Älterer Arbeitnehmer |0 (DE-588)4000571-9 |2 gnd |9 rswk-swf |
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| 999 | |a oai:aleph.bib-bvb.de:BVB01-015024148 | ||
Datensatz im Suchindex
| _version_ | 1804135733097660416 |
|---|---|
| adam_text | Contents
Introduction
............................................... 16
part
ι
The Challenge Ahead
1
Critical Challenges of the Aging Workforce for Enterprise
Sustamability and Survival
................................22
How Big and Serious are the Challenges of an Aging Workforce?
......22
Why are the Challenges Critical Right Now?
......................24
I Competition for Talent and Skills in an Aging Society
..............24
I The Pressure for Innovation: The Necessity to Reinvent Company Value
(Products
&
Services) in the Knowledge-Networked Global Economy
.. 26
1
Escalating Costs
..........................................26
I New Work-Life-Meaning Relationships
........................27
Which Companies and Organizations are Responding to the Challenges?
27
Can the Challenges be Managed? How, What and Where are
the Solutions for My Company?
................................ 30
I Realization of the Interrelated Challenges of an Aging Workforce
.....30
I Insight into the Implications of an Aging Workforce for an Enterprise s
Business Model
..........................................31
I Strategic and Operational Capabilities to Devise and Implement Appro¬
priate Solutions in Managing the Challenges of an Aging Workforce
.. 32
2
How Demographic Trends will Impact Economies,
Industries and Enterprises
................................36
What is Happening to the World s Population and Workforce?
........36
1
Demographic Realities
.....................................37
I Affitudinai Shifts in Society
.................................40
1
The Nature and Impacts of an Aging Workforce
..................41
How will Economies, Industries and Enterprises be Affected?
..........48
I Wider
Politica)
and
Societa)
implications
........................52
Contents
11
What Interventions are Possible?
...............................54
What Should My Enterprise Be Doing?
...........................60
part
n
Managerial Objectives
3
Company Objectives to Increase the Value (V) of the
Aging Workforce for an Enterprise
.........................64
The Necessity of Clear, Integrated Objectives to Increase
the Value of an Aging Workforce
............................... 64
Who is Responsible for Setting These Objectives?
..................67
The Particular Types of Business Model Objectives that are Necessary
... 69
I The First Key BM Element: Objectives Concerning Particular Market
Needs
.................................................70
I The Second Key BM Element: Objectives Concerning Specific
Product Propositions
......................................70
1
The Third Key BM Element Objectives for Particular Value Chain
Configurations
..........................................71
1
The Fourth Key BM Element: Objectives Concerning Particular
Enterprise Policies and Capabilities
............................72
Objectives in Each of the Five Key Organizational Action Fields
........73
I Objectives for Managerial Mindsets
...........................73
1
Objectives for New Knowledge Management Processes
............74
1
Objectives for Age-Related Health Management Processes
.........75
і
Objectives for Human Resources Management (HRM) Processes
.....76
I Objectives for the Work Environment and Physical Tools for
an Aging Workforce
......................................78
Towards Integrated Aging-Focused Workforce Objectives
............79
4
The
öV-Framework
to Increase both Productivity and
Creativity of the Aging Workforce
.........................81
The Two Key Value-Adding Dimensions of the Workforce in Any
Enterprise
................................................. 81
Why a
öV-Framework?
....................................... 82
Dynamics of the oV-Framework
................................83
Managing the
öV-Framework
as a Process
........................85
12
Contents
part ni
The Five Value-Adding Fields
5
The First V-Field: Mindset Change Approaches for
the Aging Workforce
.....................................90
The Prerequisite: Understanding the Mature Worker
................90
I Myths and Realities about Older Workers
......................91
1
Positive Qualities of Older Workers
...........................95
The Necessity of a New Managerial Mindset Concerning the Aging
Workforce
................................................. 96
1
Urgency to Change the Status Quo
...........................99
Key Elements of a New Managerial Mindset about the Aging
Workforce
................................................. 99
Enabling a New Managerial Mindset to be Embedded in the
Organization
.............................................. 102
Tools to Manage Mindset Change Processes both Internally and
Externally to the Enterprise
................................... 105
6
The Second V-Field: Knowledge Management (KM)
Approaches for the Aging Workforce
.....................109
Understanding the Nature of Knowledge Threats to the Enterprise
Due to the Aging Workforce
.................................. 109
A Practical Knowledge Management (KM) Model for an Aging
Workforce
................................................ 113
1
Phase One
-
Workforce Knowledge Assessment
................113
I Enterprise Competitive Needs
..............................114
I Phase Two
-
Recruitment and Retention
......................116
1
Phase Three
-
Knowledge Capture and Transfer
.................117
How to Retain Critical Knowledge: A Knowledge-Retention
Framework and Actions
.....................................123
1
Barriers to Organizational Knowledge Retention
.................127
How to Transfer Tacit Knowledge, Wisdom and
Deep Smarts of
an Aging Workforce
........................................ 129
Knowledge-Recovery Initiatives
............................... 136
KM and Overall Enterprise Sustainability: The Systemic Context of
the Aging Workforce
........................................ 140
Contents
13
7
The Third
V-Field:
Health Management Approaches
for the Aging Workforce
.................................145
Health is More than Just a Physical Issue for an Aging Workforce
.....145
Fitness is Not a Matter of Age
................................. 147
Mental Health Management of an Aging Workforce
............... 149
Physical Health
Managementofan
Aging Workforce
.............. 156
I Chronic Conditions of an Aging Workforce
....................158
I Health Plans
...........................................160
I Designing Health Promotion Programs
........................161
Emotional Health Management of an Aging Workforce
............. 163
Integrated Health Management Tools to Increase Productivity and
Creativity of an Aging Workforce
.............................. 167
8
The Fourth V-Field: Work Environment Approaches
for the Aging Workforce
.................................172
The Importance of Appropriate Work Environment and Physical Tools
for an Aging Workforce
..................................... 172
Work Environment Responses to Physical Changes of an Aging
Workforce
................................................ 174
I Creating a Safe and Healthy Work Environment
.................178
Ergonomics and Reduction of Stress for an Aging Workforce
in the Workplace
........................................... 179
Creating the Right Work Environment Action Fields
................183
Technology and Tools for an Aging Workforce
.................... 185
I The Digital Workplace and the Aging Workforce
................187
I The Need to Establish Electronic Workplace Platforms Among
an Aging Workforce
.....................................189
9
The Fifth V-Field: Human Resources Management (HRM)
Approaches for Managing the Aging Workforce
...........194
The Challenges and Changing Role of HRM Concerning an Aging
Workforce
................................................ 194
HRM Strategies and Work Models for an Aging Workforce
.......... 199
Key HRM Action Fields for an Aging Workforce
...................206
і
HRM s Role in Knowledge Retention and Transfer
...............206
I Flexible Learning and Training
..............................211
14
Contents
I Comprehensive Compensation and Benefits
....................212
I Extended/Variation Careers
................................214
Critical Perspectives and Steps for Successful HRM Programs
.........215
part
iv
Putting It All Together
10
The
öV-Scorecard
for Measuring the Performance
of an Aging Workforce
..................................222
What Overall Performance of an Aging Workforce Should be
Measured?
............................................... 222
The Integrated
öV-Scorecard
as a Holistic Measurement Tool of
the Value-Added of an Aging Workforce
........................224
Combining 5V Implementation Tools and Measurement Tools
........225
The Dynamics of Utilizing the
öV-Scorecard
......................226
Glossary of Major Terms
................................... 228
Notes
.................................................. 232
Index
.................................................. 242
Contents
15
|
| adam_txt |
Contents
Introduction
. 16
part
ι
The Challenge Ahead
1
Critical Challenges of the Aging Workforce for Enterprise
Sustamability and Survival
.22
How Big and Serious are the Challenges of an Aging Workforce?
.22
Why are the Challenges Critical Right Now?
.24
I Competition for Talent and Skills in an Aging Society
.24
I The Pressure for Innovation: The Necessity to Reinvent Company Value
(Products
&
Services) in the Knowledge-Networked Global Economy
. 26
1
Escalating Costs
.26
I New Work-Life-Meaning Relationships
.27
Which Companies and Organizations are Responding to the Challenges?
27
Can the Challenges be Managed? How, What and Where are
the Solutions for My Company?
. 30
I Realization of the Interrelated Challenges of an Aging Workforce
.30
I Insight into the Implications of an Aging Workforce for an Enterprise's
Business Model
.31
I Strategic and Operational Capabilities to Devise and Implement Appro¬
priate Solutions in Managing the Challenges of an Aging Workforce
. 32
2
How Demographic Trends will Impact Economies,
Industries and Enterprises
.36
What is Happening to the World's Population and Workforce?
.36
1
Demographic Realities
.37
I Affitudinai Shifts in Society
.40
1
The Nature and Impacts of an Aging Workforce
.41
How will Economies, Industries and Enterprises be Affected?
.48
I Wider
Politica)
and
Societa)
implications
.52
Contents
11
What Interventions are Possible?
.54
What Should My Enterprise Be Doing?
.60
part
n
Managerial Objectives
3
Company Objectives to Increase the Value (V) of the
Aging Workforce for an Enterprise
.64
The Necessity of Clear, Integrated Objectives to Increase
the Value of an Aging Workforce
. 64
Who is Responsible for Setting These Objectives?
.67
The Particular Types of Business Model Objectives that are Necessary
. 69
I The First Key BM Element: Objectives Concerning Particular Market
Needs
.70
I The Second Key BM Element: Objectives Concerning Specific
Product Propositions
.70
1
The Third Key BM Element Objectives for Particular Value Chain
Configurations
.71
1
The Fourth Key BM Element: Objectives Concerning Particular
Enterprise Policies and Capabilities
.72
Objectives in Each of the Five Key Organizational Action Fields
.73
I Objectives for Managerial Mindsets
.73
1
Objectives for New Knowledge Management Processes
.74
1
Objectives for Age-Related Health Management Processes
.75
і
Objectives for Human Resources Management (HRM) Processes
.76
I Objectives for the Work Environment and Physical Tools for
an Aging Workforce
.78
Towards Integrated Aging-Focused Workforce Objectives
.79
4
The
öV-Framework
to Increase both Productivity and
Creativity of the Aging Workforce
.81
The Two Key Value-Adding Dimensions of the Workforce in Any
Enterprise
. 81
Why a
öV-Framework?
. 82
Dynamics of the oV-Framework
.83
Managing the
öV-Framework
as a Process
.85
12
Contents
part ni
The Five Value-Adding Fields
5
The First V-Field: Mindset Change Approaches for
the Aging Workforce
.90
The Prerequisite: Understanding the Mature Worker
.90
I Myths and Realities about Older Workers
.91
1
Positive Qualities of Older Workers
.95
The Necessity of a New Managerial Mindset Concerning the Aging
Workforce
. 96
1
Urgency to Change the Status Quo
.99
Key Elements of a New Managerial Mindset about the Aging
Workforce
. 99
Enabling a New Managerial Mindset to be Embedded in the
Organization
. 102
Tools to Manage Mindset Change Processes both Internally and
Externally to the Enterprise
. 105
6
The Second V-Field: Knowledge Management (KM)
Approaches for the Aging Workforce
.109
Understanding the Nature of Knowledge Threats to the Enterprise
Due to the Aging Workforce
. 109
A Practical Knowledge Management (KM) Model for an Aging
Workforce
. 113
1
Phase One
-
Workforce Knowledge Assessment
.113
I Enterprise Competitive Needs
.114
I Phase Two
-
Recruitment and Retention
.116
1
Phase Three
-
Knowledge Capture and Transfer
.117
How to Retain Critical Knowledge: A Knowledge-Retention
Framework and Actions
.123
1
Barriers to Organizational Knowledge Retention
.127
How to Transfer Tacit Knowledge, Wisdom and
"
Deep Smarts" of
an Aging Workforce
. 129
Knowledge-Recovery Initiatives
. 136
KM and Overall Enterprise Sustainability: The Systemic Context of
the Aging Workforce
. 140
Contents
13
7
The Third
V-Field:
Health Management Approaches
for the Aging Workforce
.145
Health is More than Just a Physical Issue for an Aging Workforce
.145
Fitness is Not a Matter of Age
. 147
Mental Health Management of an Aging Workforce
. 149
Physical Health
Managementofan
Aging Workforce
. 156
I Chronic Conditions of an Aging Workforce
.158
I Health Plans
.160
I Designing Health Promotion Programs
.161
Emotional Health Management of an Aging Workforce
. 163
Integrated Health Management Tools to Increase Productivity and
Creativity of an Aging Workforce
. 167
8
The Fourth V-Field: Work Environment Approaches
for the Aging Workforce
.172
The Importance of Appropriate Work Environment and Physical Tools
for an Aging Workforce
. 172
Work Environment Responses to Physical Changes of an Aging
Workforce
. 174
I Creating a Safe and Healthy Work Environment
.178
Ergonomics and Reduction of Stress for an Aging Workforce
in the Workplace
. 179
Creating the Right Work Environment Action Fields
.183
Technology and Tools for an Aging Workforce
. 185
I The Digital Workplace and the Aging Workforce
.187
I The Need to Establish Electronic Workplace Platforms Among
an Aging Workforce
.189
9
The Fifth V-Field: Human Resources Management (HRM)
Approaches for Managing the Aging Workforce
.194
The Challenges and Changing Role of HRM Concerning an Aging
Workforce
. 194
HRM Strategies and Work Models for an Aging Workforce
. 199
Key HRM Action Fields for an Aging Workforce
.206
і
HRM's Role in Knowledge Retention and Transfer
.206
I Flexible Learning and Training
.211
14
Contents
I Comprehensive Compensation and Benefits
.212
I Extended/Variation Careers
.214
Critical Perspectives and Steps for Successful HRM Programs
.215
part
iv
Putting It All Together
10
The
öV-Scorecard
for Measuring the Performance
of an Aging Workforce
.222
What Overall Performance of an Aging Workforce Should be
Measured?
. 222
The Integrated
öV-Scorecard
as a Holistic Measurement Tool of
the Value-Added of an Aging Workforce
.224
Combining 5V Implementation Tools and Measurement Tools
.225
The Dynamics of Utilizing the
öV-Scorecard
.226
Glossary of Major Terms
. 228
Notes
. 232
Index
. 242
Contents
15 |
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| author | Leibold, Marius Voelpel, Sven 1973- |
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| id | DE-604.BV021811865 |
| illustrated | Illustrated |
| index_date | 2024-07-02T15:51:15Z |
| indexdate | 2024-07-09T20:45:11Z |
| institution | BVB |
| isbn | 389578284X 9783895782848 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-015024148 |
| oclc_num | 76809046 |
| open_access_boolean | |
| owner | DE-29T DE-12 DE-29 DE-355 DE-BY-UBR DE-703 DE-20 DE-Aug4 DE-Eb1 DE-83 DE-473 DE-BY-UBG DE-2070s |
| owner_facet | DE-29T DE-12 DE-29 DE-355 DE-BY-UBR DE-703 DE-20 DE-Aug4 DE-Eb1 DE-83 DE-473 DE-BY-UBG DE-2070s |
| physical | 244 S. Ill., graph. Darst. |
| publishDate | 2006 |
| publishDateSearch | 2006 |
| publishDateSort | 2006 |
| publisher | Publicis [u.a.] |
| record_format | marc |
| spelling | Leibold, Marius Verfasser (DE-588)170906582 aut Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel Erlangen Publicis [u.a.] 2006 244 S. Ill., graph. Darst. txt rdacontent n rdamedia nc rdacarrier Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management (DE-588)4037278-9 gnd rswk-swf Älterer Arbeitnehmer (DE-588)4000571-9 gnd rswk-swf Älterer Arbeitnehmer (DE-588)4000571-9 s Management (DE-588)4037278-9 s DE-604 Voelpel, Sven 1973- Verfasser (DE-588)1020691069 aut text/html http://books.publicis-erlangen.de/de/produkte/management/bwl/index.cfm?bookid=5854 Ausführliche Beschreibung text/html http://deposit.dnb.de/cgi-bin/dokserv?id=2785689&prov=M&dok_var=1&dok_ext=htm Inhaltstext Digitalisierung UB Regensburg application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=015024148&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Leibold, Marius Voelpel, Sven 1973- Managing the aging workforce challenges and solutions Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management (DE-588)4037278-9 gnd Älterer Arbeitnehmer (DE-588)4000571-9 gnd |
| subject_GND | (DE-588)4037278-9 (DE-588)4000571-9 |
| title | Managing the aging workforce challenges and solutions |
| title_auth | Managing the aging workforce challenges and solutions |
| title_exact_search | Managing the aging workforce challenges and solutions |
| title_exact_search_txtP | Managing the aging workforce challenges and solutions |
| title_full | Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel |
| title_fullStr | Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel |
| title_full_unstemmed | Managing the aging workforce challenges and solutions by Marius Leibold and Sven Voelpel |
| title_short | Managing the aging workforce |
| title_sort | managing the aging workforce challenges and solutions |
| title_sub | challenges and solutions |
| topic | Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management (DE-588)4037278-9 gnd Älterer Arbeitnehmer (DE-588)4000571-9 gnd |
| topic_facet | Age and employment Older people Employment Older people Social conditions Personnel management Population aging Management Älterer Arbeitnehmer |
| url | http://books.publicis-erlangen.de/de/produkte/management/bwl/index.cfm?bookid=5854 http://deposit.dnb.de/cgi-bin/dokserv?id=2785689&prov=M&dok_var=1&dok_ext=htm http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=015024148&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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