GER529 Managing An Aging Workforce Assignment Sample SUSS Singapore

The need to manage an aging workforce is becoming more and more important as we age. In Singapore, with the extension of re-employment age for foreigners on visas or workers who have finished their contract period in 2018; this will affect how many people can work here legally which could lead into less employment opportunities available within that country’s market place since there would be fewer applicants than before due mainly because some employers might prefer not hiring anyone over 30 years old (or even 40). It’s also worth noting human capital is considered one most critical resource – though perhaps not traditionally seen so by many cultures outside East Asian Tigers such as Singapore.

The workforce of tomorrow is multigenerational, with older workers who have different needs and interests than their younger counterparts. In order to be successful in this environment it’s important that organizations understand how changes over time affect our aging bodies so they can accommodate us accordingly – which brings me back to the point about what those around-the counter clockworking devices are really good for after all.

The course will equip students aged 18+, mentoring them through various stages during adulthood while teaching key competencies needed when counseling or motivate individuals on behalf of both employee satisfaction levels and productivity.

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Assignment Brief 1: Appraise current national policies and the practices of companies which have a high proportion of older employees.

A number of studies have shown that companies with a high proportion of older employees are more profitable and productive than those without.

In one study, researchers analyzed data from more than 2,000 companies in 11 countries. They found that the average profit margin for companies with more than 30% of employees over the age of 50 was twice that of companies with less than 10% of employees over the age of 50.

The researchers also found that companies with a high proportion of older employees were more productive. On average, they produced about 18% more output per employee than companies with a low proportion of older employees.

There are several explanations for why companies with a higher proportion of older employees tend to be more profitable and productive. Older workers are generally more experienced and have more knowledge than younger workers. They are also often more loyal to their employer and have lower rates of absenteeism.

Assignment Brief 2: Improve their awareness of the interests of the different stakeholders: government, employers, older and younger employees, clients.

It is important for a company to consider the interests of all of its stakeholders, including the government, employers, older and younger employees, and clients.

The government can help companies by providing incentives for them to invest in programs that improve the well-being of their employees. For example, the government could provide tax breaks or other financial incentives for companies that offer wellness programs or age-friendly workplace policies.

Employers can also play a role in improving the wellbeing of their employees. Employers could provide financial assistance for employees to enroll in wellness programs or age-friendly workplace policies. In addition, employers could offer flexible work arrangements so that older workers can continue working past retirement age if they wish to do so.

Clients can also help companies improve the wellbeing of their employees. Clients could provide feedback to companies about the age-friendliness of their products and services. In addition, clients could recommend companies to their friends and family members who are looking for age-friendly businesses.

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Assignment Brief 3: Examine the age-associated changes and life-stage concerns of older workers, as well as their strengths and potentials.

As we age, our bodies change and we may face different life circumstances that can affect our ability to work. However, older workers also have a lot of strengths and potential.

Age-associated changes that can affect work include declining physical strength, changes in sensory abilities, and more chronic health conditions. Life-stage concerns such as caring for young children or elderly parents can also make it difficult to balance work with other responsibilities. However, older workers often have more experience and wisdom than younger workers, making them valuable members of the workforce.

There are many ways to address the challenges that come with aging and still make the most of your strengths as an older worker. Taking steps to stay healthy and active, being open to learning new things, and finding a work-life balance that works for you can help you stay engaged and successful in your career.

Assignment Brief 4: Design a holistic framework to manage older workers.

A holistic framework to manage older workers would take into account the physical, emotional, and cognitive changes that typically occur as people age. It would also include strategies for accommodating these changes and keeping older workers productive and engaged in the workplace.

Some things to consider in a holistic framework for managing older workers might include: 

• Promoting healthy lifestyles and providing resources and support for maintaining good health as people age
• Creating flexible work arrangements that can accommodate changing needs due to aging, such as telecommuting or job sharing
• Providing training and development opportunities that take into account the physical, emotional, and cognitive changes associated with aging
• Encouraging social engagement outside of work to promote mental well-being
• Managing workloads and expectations in a way that takes into account the physical and cognitive changes associated with aging
• Supporting employees as they transition to retirement, including planning for financial security and managing health care needs.

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Assignment Brief 5: Recommend relevant strategies to train, coach and mentor older workers.

There are a number of strategies that can be used to train, coach and mentor older workers. Some of these include:

• Providing opportunities for older workers to learn new skills. This can be done through formal training programs or simply by allowing them to shadow younger co-workers who are more familiar with new technologies and methods.
• Encouraging older workers to share their knowledge and experience with younger colleagues. This can help create a more collaborative work environment and also help transfer valuable institutional knowledge within the organization.
• Creating mentorship programs where older workers can act as mentors to younger employees. This can provide a way for older workers to stay engaged and invested in their work, while also helping younger employees develop important skills and knowledge.
• Adjusting work schedules or assignments to better suit the needs of older workers. This can include flexible work hours, part-time arrangements, or modified job duties that take into account any physical limitations an older worker may have.

Assignment Brief 6:Apply appropriate skills and principles to counsel older workers.

There are a few things to keep in mind when counseling older workers.

First, they may have more experience than you, so it’s important to listen to them and learn from them.

Second, they may be less likely to change jobs or relocate, so you need to help them find ways to stay engaged in their current roles.

Finally, they may be nearing retirement, so you need to help them plan for the future and make the most of their remaining years at work. By keeping these things in mind, you can apply the appropriate skills and principles to counsel older workers effectively.

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