|Opis:||In the context of demographic change and active ageing at the workplace, the management of older persons contributes to the creation of new perspectives on the entire field of human resource management with the emphasis on dealing with older employees. The ageing of the workforce is crucial for future economic growth, competitiveness and performance, which will increasingly depend on how effectively employers can take the advantage of older employees. The management of older employees is a developing branch in the field of human resource management and, in the future, it will offer a number of solutions and concepts on how to solve the problems of older employees in companies. Today, the diversity of the workforce is considered an important basis for successful companies which are customer-oriented and outward oriented. Therefore, the age diversity in companies needs to be recognised and valued, while at the same time we must be aware that an appropriate environment should be created to respect the diversity of the workforce. The age diversity of employees must become a part of the general strategy of a company for equity and diversity.
The existing research abroad and in the home area only partially address the selected problem and the majority of authors have focused only on individual factors in their research; therefore, in the model of management of older employees, which we developed in the doctoral dissertation, we have included a number of factors and also new factors which the authors have not considered as a whole in their research. In their research, the authors have analysed individual factors on the basis of all employees. In the research, we have focused on older employees who were not addressed by the authors separately according to individual factors.
From this perspective, we have tried to answer the fundamental research question in the doctoral dissertation by the help of the existing theories, new insights and on the basis of the implemented empirical research: Does the management of older employees, by which we enable positive changes of a working environment favourable for older employees, positively affect their engagement at the workplace?
The aim of the doctoral dissertation is to present, on the basis of theoretical starting points, the importance of the management of older people for the entire society, the problem of older employees in Slovenia and their management as an important branch of human resource management, which presents a major challenge for Slovenian companies. The aim of the doctoral dissertation is also to form a model of management of older employees and their engagement at the workplace, which will serve as the basis for understanding the successful ageing of older employees and creating an appropriate working environment favourable for all generations.|