Personnel management of employees of age group 50+ in Czech organizations

Citation data:

Business Transformation through Innovation and Knowledge Management: An Academic Perspective - Proceedings of the 14th International Business Information Management Association Conference, IBIMA 2010, Vol: 4, Page: 2289-2295

Publication Year:
2010
Usage 403
Abstract Views 401
Downloads 2
Repository URL:
http://publikace.k.utb.cz/handle/10563/1003831; http://hdl.handle.net/10563/1003831
Author(s):
Bejtkovský, Jiří
Publisher(s):
International Business Information Management Association (IBIMA)
Tags:
Business, Management and Accounting; Decision Sciences; employee 50+; experience; personal know-how; knowledge sharing
conference paper description
The article shows results gained while writing a doctoral thesis. The doctoral thesis is focused on personnel management and specific features of employees of the age group 50+ in Czech organizations. The results are based on qualitative research through semi-standardized personal interviews. Eighteen personnel managers (or employees of HR department) took part in this qualitative research based on the methodology of grounded theory. The results in the article focus on the topic of personnel management in Czech companies or on the attitude of Czech organizations towards the employees 50+. The aim of the article as well as the goal of the doctoral thesis is to draw the attention to the fact, that the population is aging. The ratio of young age groups is decreasing due to lower birth rate and due to growing numbers of seniors, which goes hand in hand with the fact that people live longer. Human resources need to try to be active and try to resolve this newly emerging issue. Forecasts in the Czech Republic show that in 2040 half of the population will be 50+; today, the age group 50+ is only about one third of the Czech population. Therefore, the issue of employees 50+ is becoming an important point. However, most Czech organizations management does not take the population aging into account and they are not concerned with the employees 50+. On the other hand, they focus their attention on talent management; seeking younger employees that have a high potential for further development.