Question

How should design age neutral hiring and succesion plan for knowledge transfer from olders workers to younger workers in organization

Answer 1

With the growing population og aged people, it has become important for employers to recruit and retain employees of age without keeping maximum age a bar for recruitment. They should design their structure and company policies neutrally for all ageing workforce so that they can work effectively and benefit the company with their skills knowledge and experience. Evaluating the capabilities of each employee by specialised assessments is important rather than judging them by their age. Recruiting and selection should not be based on age unless it is very important and only people of certain age limit can perform a job. Building a work culture where age biasedness is not seen is important. Just hiring employees and forming policies for age neutrality will not serve the purpose if employees discriminate among each other based on age and don't involve and engage employees of all ages in teams and tasks.

A succession plan for knowledge sharing is very important to be formed and followed in the organization where employees of older age replacing older employees after they quit will be efficiently done. In such a plan employees with greater experience will share their knowledge and experience before they retire and stop serving the organization. A succession plan can be implemented effectively if the development opportunities for employees are communicated regularly and effectively. This will help managers to understand which of their employees can succeed the older employees or be hired on a new opening. Older employees can mentor younger employees through mentoring programs. Team work can be designed such that each team consists employee of every age and each has a role that benefits to all in the team.