|Opis:||The Master’s thesis, titled Management of older human resources in larger companies in Slovenia, consists of two parts.
The first part describes the theoretical origin, where the issue of population aging is presented. This phenomenon has several consequences, reaching from the lack of active population, alteration of the conditions for retirement, employment policy, larger state expenditures for the financing of pensions and health care to changes at the level of the individual or company.
We also defined the concept of the older worker, where we emphasized the level of performance of older workers, their characteristics and employment features and the legal aspects of the employment of older workers. In the theoretical part we also emphasized measures in favour of older workers, executed by the Republic of Slovenia, the management of the elderly and views on the management of older human resources.
In the second, empirical part of the thesis we presented the research with which we analysed the management of older human resources in larger companies in Slovenia regarding the execution frequency of individual approaches of older human resources management.
We found that the majority of employees in companies are aged from 33 to 44 years. The lowest rate of employees represent employees, aged up to 29 years and older employees. The results showed that companies, that are employing from 5 to 20% of older employees, prevail. The majority of employees have a vocational or secondary education or bellow. The questioned companies describe older employees with the following characteristics: many work experiences, loyalty to the employer, wisdom and intellect and professional knowledge. On the other side, companies think that older employees do not have the following characteristics: good foreign language knowledge, high productivity and high motivation for education.
We also found, that companies averagely most often execute measures, concerning analyses in the company, transfer of knowledge, redistribution of the elderly and career development, followed by measures, concerning health management at workplaces, education and training in the company. The participating companies averagely least often execute measures, concerning the reorganization of the work procedure, flexible working hours, culture and relations in the company. |