A poll of human resource professionals released on Monday found that more than 70 percent of the respondents see the loss of talented older workers as a problem or a potential problem in their organizations.
https://o1.qnsr.com/log/p.gif?;n=203;c=204663295;s=11915;x=7936;f=201904081034270;u=j;z=TIMESTAMP;a=20410779;e=iThe results of the poll, conducted jointly by the Society for Human Resource Management and AARP, showed that U.S. employers are ramping up skills training and employee benefits as a means of closing skills gaps left when Baby Boomers retire, and of retaining and recruiting older workers (defined as workers 50 and older). Here are some of the key findings:
In which basic skills do older workers have an advantage over younger workers (defined as workers 31 and younger)?
- Writing in English (grammar, spelling, etc.) (51 percent)
- Technical (computer, engineering, mechanical, etc.) (33 percent)
- Mathematics (computation) (16 percent)
- Reading comprehension (in English) (13 percent)
- English language (spoken) (12 percent)
In which applied skills do older workers have an advantage over younger workers?
- Professionalism/work ethic (52 percent)
- Critical thinking/problem solving (27 percent)
- Written communications (16 percent)
- Lifelong learning/self-direction (16 percent)
- Leadership (15 percent)
- Oral communications (12 percent)
- Ethics/social responsibility (12 percent)
- Information technology application (11 percent)
- Teamwork/collaboration (10 percent)
- Creativity/innovation (4 percent)
What steps have organizations taken to retain and recruit older workers?
- Increased training and cross-training (45 percent)
- Developed succession planning (38 percent)
- Hired retired employees as consultants or temporary workers (30 percent)
- Offered flexible work arrangements (27 percent)
- Designed part-time positions to attract older workers (24 percent)
What actions have organizations taken to evaluate their current and future critical talent needs?
- Conducted strategic workforce assessments to identify needs for the next five years (40 percent)
- Identified potential skills gaps for the next five years (36 percent)
- Analyzed the impact of workers age 50 and over leaving their organizations (29 percent)