Aging Populations and Management

Kulik, Carol T.; Ryan, Susan; Harper, Sarah; George, Gerard

doi:10.5465/amj.2014.4004

Cited by 210 publications

(155 citation statements)

References 9 publications

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“…Because employees are the principal repositories of knowledge, the upcoming retirement wave of the "baby boomer" generation (born between 1946 and1964;Cogin, 2012) posits a high risk in terms of organizational knowledge loss. Although policy, public, and private organizations have become increasingly aware of the potential ramifications of demographic changes in the workforce (McKinnon, 2010;Starks, 2013;Winkelmann-Gleed, 2009), a focus on fostering intergenerational learning as a strategy to prevent company-specific knowledge loss is far from prevalent in contemporary organizational practice (Kulik et al, 2014;Ropes, 2013).…”

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confidence: 99%

“…To maintain a skilled workforce under these circumstances, organizations have to adapt their understanding of human resource development. They simultaneously must accommodate the needs of young workers at the beginning of their careers and of old workers with later-in-life career shifts or transitions to new jobs (Kulik, Ryan, Harper, & George, 2014;Lyons et al, 2014;Wolfson, Cavanagh, & Kraiger, 2014). Consequently, training groups are becoming increasingly diverse, meaning the development programs of organizations are regularly visited by young and old employees with different career goals.…”

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confidence: 99%

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A Phase Model of Intergenerational Learning in Organizations

Gerpott

Lehmann‐Willenbrock

Voelpel

2017

AMLE

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confidence: 99%

mentioning

confidence: 99%

A Phase Model of Intergenerational Learning in Organizations

Gerpott

Lehmann‐Willenbrock

Voelpel

2017

AMLE

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“…The global population of older persons (aged 60 years or over) is expected to increase from 841 million people in 2013 to more than 2 billion in 2050 [1], which is more and more seen as a problem especially by economists and care services, they predict that the available resources are not sufficient enough to maintain the independent living [2].…”

Section: Introductionmentioning

confidence: 99%

Activity and Emotion Recognition for Elderly Health Monitoring

Benaissa

Köppen

Yoshida

2018

IJAE

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The problems facing elderly who are living independently, are considered to be one of the most important motivations of the activity recognition research. The advances in sensing technologies allow collecting several types of data and communicate it wirelessly. However, most existing activity recognition systems requires pre-calculated pattern recognition models. This paper lays the theoretical foundations of a real-time methodology for activity and emotional recognition based on body and environment sensors simultaneously, then tackles one aspect of the method which is the path estimation using chest-mounted IMU sensor, for which a zero velocity update criteria is proposed. Finally path estimation results for sitting down, laying down, falling down and standing up are discussed.

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“…Because most countries have ageing demographics (Kulik et al, 2014), common pressures should be leading employers and governments alike to adopt approaches aimed at keeping workers productive in later life, including propagating and implementing age-positive HRM (Böhm et al, 2014). Ageing should therefore lead to a convergence, or, at least, greater directional similarity (cf.…”

Section: Introductionmentioning

confidence: 99%

Age, work and pensions in the United Kingdom and Hong Kong: An institutional perspective

Flynn

Schröder

2018

Economic and Industrial Democracy

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This article explores whether comparative institutionalism can be used to identify path-dependent approaches to the management of ageing workforces in the United Kingdom (UK) and Hong Kong Special Administrative Region (HKSAR), and considers whether and how the global phenomenon of population ageing is leading to a convergence of approaches between Western and Eastern economies. Using semi-structured expert interviews, the article discusses these countries' approaches to employment regulation, welfare provision and public sector employment. The findings show that the two economies exhibit a converging trend: namely shifting responsibilities for extended longevity from the state and employer towards the individual worker. However, stakeholder pressure (especially from trade unions) has tempered this trend in the UK more than in HKSAR. This indicates that stakeholders' relative ability to use their agency in setting and pursuing agendas that diverge from public policy paths influences not only national-level policymaking but also organisational-level HRM.

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Aging Populations and Management

Cited by 210 publications

References 9 publications

A Phase Model of Intergenerational Learning in Organizations

A Phase Model of Intergenerational Learning in Organizations

Activity and Emotion Recognition for Elderly Health Monitoring

Age, work and pensions in the United Kingdom and Hong Kong: An institutional perspective

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