Demographic Change and Consequences for Businesses

Fact: the workforce of tomorrow will look drastically
different from the workforce of today. Employees
today are part of an economy that is subject to
ever-expanding technological developments and
constant globalization that affect workforce
demographics at a mind-numbing speed. Perhaps the
most ominous factors leading to change point to a
severe movement in the average age of the working
population. This book introduces the fact that the
average worker of tomorrow will likely be of a much
higher age, due to various reasons such as
continuously increasing life expectancy, low
fertility rates since the mid-70s, and stagnating
immigration for most of the EU25. From a personnel
management perspective, an ageing population will
create turbulence in human resource strategies for
all industries at all levels. New questions will
quickly arise: Will there be a labour shortage in my
field? (Is there already one?) Who will replace the
large proportion of workers about to retire? This
book aims to answer these and other questions by
providing a spectrum of promising HR measures that
will lead organisations to overcome the impacts of
demographic change in the near future.

Autorentext

Ulrich Heitzlhofer graduated from the Vienna University ofEconomics and Business Administration with a degree inInternational Business in 2008. Previously he has studied inEdinburgh and Montpellier. During 2008-09, Mr. Heitzlhoferinterned as an HR analyst for the Heidelberg US division. In July2009, he will join the GEA Group as an HR trainee.

Klappentext

Fact: the workforce of tomorrow will look drasticallydifferent from the workforce of today. Employeestoday are part of an economy that is subject toever-expanding technological developments andconstant globalization that affect workforcedemographics at a mind-numbing speed. Perhaps themost ominous factors leading to change point to asevere movement in the average age of the workingpopulation. This book introduces the fact that theaverage worker of tomorrow will likely be of a muchhigher age, due to various reasons such ascontinuously increasing life expectancy, lowfertility rates since the mid-70s, and stagnatingimmigration for most of the EU25. From a personnelmanagement perspective, an ageing population willcreate turbulence in human resource strategies forall industries at all levels. New questions willquickly arise: Will there be a labour shortage in myfield? (Is there already one?) Who will replace thelarge proportion of workers about to retire? Thisbook aims to answer these and other questions byproviding a spectrum of promising HR measures thatwill lead organisations to overcome the impacts ofdemographic change in the near future.