Description
As they approach traditional retirement age, baby boomers and their demographics again loom large in the economies of developed countries, this time largely by the threat of their retiring. The authors, consultants for decades to corporations dealing with exactly such issues, identify the three major age cohorts in the labor force, specify their particular needs, and describe ways to keep each engaged. They examine the reasons for what they believe is a coming shortage in skills as well as labor, the untapped resource of workers over 55 and the end of retirement as we know it, the tensions between family and work in the mid-career cohort, and the peculiar ways of the young, such as job-hopping in seeking more control of their work lives. They keys to handling each, it seems, are flexibility in management and making work meaningful for workers of all ages. Annotation ©2006 Book News, Inc., Portland, OR (booknews.com)
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Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain drain of dramatic proportions.Ken Dychtwald, Tamara Erickson, and Robert Morison argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds. Based on decades of groundbreaking research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned midcareer workers, and attracting and retaining talented younger workers.This timely book will help organizations sustain their competitive edge in tomorrow’s inevitably tighter labor markets.
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