Abstract and Keywords
An aging workforce is a circumstance that would have been expected to produce a strategic response from employers, yet there is little evidence of it occurring. While the human resources field has argued for a more strategic role, what that role is when it comes to an aging workforce is not clear. Among the challenges to more fully engaging a strategic role is the limited evidence supporting the effectiveness of existing models of human resource practice in relation to overall business strategy. Given uncertainties with regard to older workers’ career behavior, the impact of that behavior on employers, and the efficacy of the proposed responses, it may be difficult for an organization to frame a strategic course of action to the aging workforce. However, even outside the strategic process, human resources has a vital role to play, both creating the capabilities to deal with a changing workforce and evaluating the workforce trends and new human resources technologies as they emerge to address it.
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