Ensuring you have a cohesive, multi-generational workforce in 2015 and beyond will be a top priority — simply because in the near future, companies will need to retain as many older workers as possible.
Across many industrialized nations, demographics are definitely not in the employer’s favor — birth rates remain low and retirees are set to leave the workforce in large numbers. To keep pace with growth, companies will either need to offer greater incentives for employees to stay longer, or find talent from other markets.
Throughout 2015 and beyond, expect many organizations to take steps to limit the immediate economic impact of this situation. The aging workforce will lead to changes in HR-related policies such as increased retirement age and more family-friendly perks, including increased workplace flexibility, remote working, child care payments, tax credits, and state-supported daycare.
About the Randstad Sourceright 2015 Talent Trends Report:
Covering 25 of the most dynamic and pressing issues facing workers and employers right now, and the concerns they have for the future, our subject matter experts explore how these trends will affect organizations, and provide practical tips on how to cope with them.
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1. consider alternative work arrangements: Many organizations in tight labor markets have already implemented flexible working options as incentive for older workers and parents to remain active in the workforce. Consider how a change in your policy could attract new groups of talent. | |
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2. engage workers to increase motivation: An engaged worker is a happy and motivated worker. Review your employee engagement, remuneration, and benefits approach to make sure it appeals right across your workforce population and demographics. | |
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3. look beyond your borders: If you can’t find the right talent in your geographic area, maybe it’s time to look beyond your borders. Read more here about how global talent mobility is impacting business in Asia Pacific and how you can benefit from considering an international mobility strategy. | |
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4. up your contingent plan: With more employees engaging in temporary work arrangements, consider the use of contingent workers and contractors in place of traditional permanent hires. | |
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5. develop a home-grown strategy: Having robust internship, graduate and training programs in place may help you build the talent necessary to keep your organization growing. | |
About the Randstad Sourceright 2015 Talent Trends Report:
Covering 25 of the most dynamic and pressing issues facing workers and employers right now, and the concerns they have for the future, our subject matter experts explore how these trends will affect organizations, and provide practical tips on how to cope with them.
