Abstract:

Based on surveys taken in the Czech Republic and Slovak Republic, it is safe to say that employing people from the 50+ age category is not very attractive for today's organizations. This, however, should change. Experts shed light on some of the benefits employing the elders has. They continue by disproving that older employees do not have sufficient potential for learning.

Experts further propose that organization begin implementing a management system considerate to the employee's age – age management, including recommendations in fields such as health care, job restructuring, adapting to work organization, shift management according to impulses by employees and other. (E-sondy.cz, 2012)

Age management is a term used for activities, the purpose of which is to support the complex approach towards dealing with demographical changes at the workplace. Legitimate practice in age management was defined as measures contending with the age barrier or supporting diversity and activities ensuring each employee receives the opportunity to fulfill his or her potential and is not at a disadvantage due to age. (Pillinger, 2008)

The article introduces the results of the quantitative and qualitative research that was conducted by the author while writing his doctoral thesis, which was focused on personnel management and specific features of employees of the age group 50+ in Czech and Slovak organizations. Results from the article predominantly focus on the philosophy of age management and its role in Czech and Slovak organizations, both from the viewpoint of employees and from the viewpoint of managements from addressed organizations.

The article attempts to point out the potential and personal know-how 50+ employees have, and which employers could appreciate and utilize for their competitiveness. Furthermore, it is necessary to realize that establishing age diversity within work groups or teams will become inevitable. Company culture, which should support the complex approach to the entire philosophy of age management, also plays an important role in implementing age management into the organization. Also considered significant will be providing effective training of managers in order for them to successfully implement company strategy and processes and to further support employee age diversity. This step shall help improve the relations between organization management and all employees, which will comprehensively reflect on the image of the organization that will be considered as an organization implementing the policies of individual approach to each employee.