You are here: Home Knowledge Base Empowering Workforce: 4–Generations Demography Management Solutions Big companies should provide training and apprenticeships for more people than they expect to need in the future
Symposium 2013

Solution for 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 jo ...

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”,

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

Investment in education is essential for businesses large and small, as well as for society as a whole. By providing training and apprenticeships for more people than they will ultimately need, big companies can not only provide a benefit to smaller companies but also gain themselves by developing a bigger pool from which to select future leaders. They might also provide consultancy and ‘mentoring’ for smaller firms, where there is typically a lack of infrastructure to foster lifelong learning and effective human resource management.

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

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    Lifelong learning should be at the heart of corporate culture

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

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