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Symposium 2013

Empowering Workforce: 4–Generations Demography Management

The Challenge

In 2020 the majority of baby boomers (age group born between 1956 and 1965) retires. Together with the retirees, 50 years of working experience will disappear. Furthermore, work related values like job guarantee, high income and power will disappear as well. Whereas the age group born between 1965 and 1981, known as Generation X, started to question these classic values and to bring up the term “Work-Life-Balance”,

Generation Y, today’s school and university graduates, has internalized the right for flexibility as a matter of course in terms of working hours and places as well as choice of employer. Including the upcoming Generation Z, born after 1992, companies have to handle four generations with different backgrounds, values and learning habits. In addition, they have to make sure that the know-how of the elder generations is transferred effectively to the next generations in order to remain competitive. This leads us to reflect our leadership behaviour and our culture. Should we focus only on the elder generations or do we also consider the requirements of the young generations? Shouldn’t we rather emphasize on the employees of Generations X caught between routine and challenge in their jobs and their families? Do our companies live the term lifelong learning? Do we know the health risks in our groups of employees? Do we know how they will change in the future and how that will influence our companies? Are our leadership teams familiar with the age-related requirements, chances and risks of their employees? Do they understand the aging mechanisms and are they able to respond to them? Is there anything in our daily business or guidelines that somehow might discriminate an age group or a generation? Which messages do we send with our wording, branding and behaviour?

Part of the issue cluster "Fiscal and Financial Sustainability"

    Solutions

    Solution
    Symposium 2013

    Tackle the scandal of high levels of youth unemployment in Europe

    Tackle the scandal of high levels of youth unemployment in Europe

    Tackle the scandal of high levels of youth unemployment in Europe

    Polity, Academia, Business, Civil Society
    Solution
    Symposium 2013

    Companies should adopt a less mechanical and more organic approach to human resource management

    Companies should adopt a less mechanical and more organic approach to human resource management

    Companies should adopt a less mechanical and more organic approach to human resource management

    Polity, Academia, Business, Civil Society
    Solution
    Symposium 2013

    Lifelong learning should be at the heart of corporate culture

    Lifelong learning should be at the heart of corporate culture

    Lifelong learning should be at the heart of corporate culture

    Polity, Academia, Business, Civil Society
    Solution
    Symposium 2013

    Big companies should provide training and apprenticeships for more people than they expect to need in the future

    Big companies should provide training and apprenticeships for more people than they expect to need in the future

    Big companies should provide training and apprenticeships for more people than they expect to need in the future

    Polity, Academia, Business, Civil Society
    Solution
    Symposium 2013

    Forget about thinking in terms of generations within the workforce (or indeed any other form of classification) and treat people as individuals

    Forget about thinking in terms of generations within the workforce (or indeed any other form of classification) and treat people as individuals

    Forget about thinking in terms of generations within the workforce (or indeed any other form of classification) and treat people as individuals

    Polity, Academia, Business, Civil Society

    Proposals

    Proposal
    Symposium 2013

    Strategic workforce planning & Talent Management – Getting information of your current and future workforce to implement a best-fit Talent Management to be successful

    Strategic workforce planning as a starting point for forecast and alignment of the demand for workforce (capacities and competencies) based on current and future business needs with the supply side o ...

    Strategic workforce planning as a starting point for forecast and alignment of the demand for workforce (capacities and competencies) based on current and future business needs with the supply side of the workforce to get information of how to create the best-fit enablement strategy for their talent, creating additional value for them and the company. We do have a generational shift within our workforce in the next years. The new generation has different values than the old. We don`t talk about Work-Life-Balance anymore, they do talk about “Life-Balancing”. Work is a partial segment of our life and with the new technology

    Polity, Academia, Business, Civil Society
    Proposal
    Symposium 2013

    Riding the wave of demographic change

    If you wonder why your 55 years old co-worker is still having rhetoric lessons in his or her lunch break instead of reviewing retirement options, you can stop reading now. Demographic change is for re ...

    If you wonder why your 55 years old co-worker is still having rhetoric lessons in his or her lunch break instead of reviewing retirement options, you can stop reading now. Demographic change is for real, and it happens whether we like it or not. And it will affect each one of us sooner or later. The way we live, work, and learn, and indeed our life blueprints will change dramatically over the next decades. This is a trend, not a threat; and we have to work with it. That means, first of all, that we have to contest our outdated

    Polity, Academia, Business, Civil Society
    Proposal
    Symposium 2013

    Role Models and Success Stories - Building Bridges between Young and Old.

    Demographic changes in the coming years will challenge European organizations: for the first time, 4 generations, each having its own characteristics will be active in work life. Due to the changes in ...

    Demographic changes in the coming years will challenge European organizations: for the first time, 4 generations, each having its own characteristics will be active in work life. Due to the changes in the labor market, organizations are required to tackle these challenges if they want to retain know-how from the “Oldies but Goldies” generation and at the same time get fit and attractive for the young and sought. Times where older employees could be replaced instantly with qualified younger staff will soon be over due to declining birth rates in Europe. Although this knowledge is nothing really new, the majority

    Polity, Academia, Business, Civil Society
    Proposal
    Symposium 2013

    Ageing, Skills and Demographics Issues in our Modern Societies

    Today, our societies not only face economic challenges, but also some deeper issues related to what should be the basis of any public policy: the human being, an individual worker active in a comple ...

    Today, our societies not only face economic challenges, but also some deeper issues related to what should be the basis of any public policy: the human being, an individual worker active in a complex and interconnected society. The Organisation for Economic Co-operation and Development (OECD) has made this approach hers, while looking at the development of "better policies for better lives". In this respect, labour and social policies play a critical role, at a time where ageing, pensions, skills transmission and workforce management issues need to be comprehensively addressed.   Do older workers crowd out youth? Does encouraging older workers to withdraw

    Polity, Academia, Business, Civil Society
    Proposal
    Symposium 2013

    Human Capital planning and management – Focusing on development and use of human capital across all generations

    With the demographic change the size of workforce will shrink in many of the European countries. With lower number of potential workers it is important that first, the existing potential is used effic ...

    With the demographic change the size of workforce will shrink in many of the European countries. With lower number of potential workers it is important that first, the existing potential is used efficiently, enabling people to work more and longer. People today are healthier and fitter – their longer lives in general can be also translated into longer working lives, during which they can share their knowledge and experience with younger workers. We need to work both on the quantity and quality of human capital. Longer working lives and higher retirement ages are important. Retirement ages should increase with life

    Polity, Academia, Business, Civil Society