|Abstract:||In the dissertation we looked at management of older employees in company X. The time that we live in is one of great social change, which is brought upon by many factors. One of these factors is an aging population. The aging of the population considerably effects intergenerational relationships. It is therefore sensible that companies prepare for aging of their workforce. In this context intergenerational communication and cooperation should be encouraged.
We must acknowledge that management of human resources plays an important role in every company and it is crucial that this segment is well regulated within the company. It has long been the case that the heart of every company are employees, so it is important how we treat them and that we provide them with all the appropriate working conditions, which influence their motivation to work and loyalty to the company. However, this can only be ensured through well-organised human resources management. People age, therefore managing older employees heavily relies on the good work of human resources in the company. If their work is efficient, they can successfully address the needs of aging employees. The needs of older employees differ from the needs of younger staff, so human resource department is required to be flexible in their work.
People are getting older, so it is very important that strategic management and personnel management work well within the company. If both are successful and effective, the company can better manage the treatment of older people. As employees grow older, their needs and requirements change, so personnel management must also be very flexible.
The more we adapt the work environment to older employees, the more we raise their welfare, lessen their absence, and enable them to produce higher quality work. Employers can affect older staff with the implementation of various palliating programs and adjustments. The model for working with older employees contains five key areas, where each area represents measures that help develop the treatment of older worker. The general model of ageing in enterprises is to adapt the working environment to older people, including measures such as ergonomics at the workplace, working hours, adaptation of working conditions and redeployment. The second group concerns health promotion and health protection and includes measures to promote health, healthy eating, successful stress handling, regular doctor check-ups, and active ageing. Third groups model covers the employment of older people. The measures cover early retirement schemes, flexible forms of employment, intergenerational cooperation, legal protection for older people and discrimination. The fourth group is commitment and inclusion and includes measures related to the transfer of knowledge, career development, mentoring and employability. The last group in the model covers additional advantages to motivate older workers. This group includes education and training activities and activities with the company’s partners.|