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Valuing Australia's Older Workers. Coming Ready or Not!. Content. Valuing Australia's Older Workers – an overview Some facts Emerging needs Implications for Employers and Industry Resources and support Questions Close. Valuing Australia's Older Workers. The Facts

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Valuing Australia's Older Workers

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Valuing australia s older workers l.jpg

Valuing Australia's Older Workers

Coming Ready or Not!


Content l.jpg

Content

  • Valuing Australia's Older Workers – an overview

  • Some facts

  • Emerging needs

  • Implications for Employers and Industry

  • Resources and support

  • Questions

  • Close


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Valuing Australia's Older Workers

The Facts

  • Australian Baby Boomers are retiring

  • Numbers of young people joining the workforce are declining

  • Australia’s fertility rate is below replacement levels


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Valuing Australia's Older Workers

Fertility Rates within Australia 1921 to 2051: Source: ABS Cat No 3301.0


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Valuing Australia's Older Workers

ABS Population Projections


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Valuing Australia's Older Workers

Australia’s Working Population

  • Labour growth rates have risen to around 180,000 per annum

  • Predicted downturn to an average of 19,000 per annum by 2020

  • The decline in supply has already commenced

  • Will accelerate sharply over the next 10 years


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Valuing Australia's Older Workers


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Valuing Australia's Older Workers

The Impact

  • By 2010 serious labour shortages could exist

  • Some have already appeared in varied industries

  • TAS, SA, NSW and VIC will be first to feel impact

  • WA and QLD will be affected slightly later

  • Marginally employed currently filling the gaps


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Valuing Australia's Older Workers

This decline in growth will result in –

  • Reduced labour supply

  • Reduced skills availability

  • Potential negative impact on ability to produce goods or services in Australia


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Valuing Australia's Older Workers

  • Numbers of young people are declining

  • Numbers of older people are increasing - relative to the population

  • Many employers are already facing skills shortages

  • These shortages are predicted to get worse

  • Employers may face serious labour shortages - especially in small/medium business


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Valuing Australia's Older Workers

The Challenges

  • Attracting new employees

  • Retaining current workers

  • Maintaining a skilled and knowledgeable workforce

  • Addressing perceptions and attitudes

  • Promoting an ageless workforce

  • Encouraging a life-course perspective on work and learning

  • Older workers will play an important part in meeting the future needs of the workforce


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Valuing Australia's Older Workers

Older Workers are –

  • Already skilled and experienced

  • Bring a training investment with them

  • Possess attitudes of loyalty, persistence, quality

  • Have a knowledge of products, customers, systems

  • Represent many of the future customers


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Valuing Australia's Older Workers

Emerging Needs

  • Work arrangements

  • Age diversity

  • Skills, knowledge and qualifications

    - recognition- life transitions

    - funded training- career transition

    - cross-age communication- retraining

    - technological changes


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Valuing Australia's Older Workers

Implications for employers and industry

  • Promote a lifetime perspective

  • Accommodate individuals –

    - external factors and influences

    - attitudinal and cultural issues

  • Work closely with VET practitioners and RTOs in:

    - promoting a lifetime perspective on employment

    and ongoing learning

    - designing and developing ‘user friendly’ resources to

    support all aspects of skills/knowledge development

  • Focus on recognition of prior skills and knowledge


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Valuing Australia's Older Workers

RTOs can assist you in analysing –

  • Roles, responsibilities and staffing requirements

  • Job design and task breakdowns

  • Career pathways and qualification mapping processes

  • The linking of current training materials


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Valuing Australia's Older Workers

They can also assist in the design and development of –

  • Specific learning resources

  • Time and cost efficient learning activities and materials

  • Diversity training

  • Customised training


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Valuing Australia's Older Workers

and practical approaches to …

  • Cultural and behavioural issues

  • Recruitment practices

  • OH&S requirements

    Working closely with your HR Professionals, Managers, Employee Relations staff and Recruitment Personnel


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Valuing Australia's Older Workers

They can also offer support and advice on ways you may be able to -

  • Attract new employees

  • Retain staff

  • Manage skills requirements


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Valuing Australia's Older Workers

The older learners in your workforce will expect -

  • Less formal, more ‘work-based’ learning experiences that are:

    - tied to immediate work requirements

    - modified to work circumstances

    - cost effective and accessible

    - relevant to their perceived needs


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Valuing Australia's Older Workers

Employers, industry, recruitment and HR managers can work with RTOs to -

  • Develop and implement strategies for managing the challenges

  • Reinforce a ‘life-course’ perspective on work and learning

  • Address entrenched attitudes and barriers

  • Foster a demand driven approach to skills development

  • Recognise current skills and experience

  • Address cultural, systemic or personal factors


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Valuing Australia's Older Workers

Some suggestions –

  • Identify challenges for your industry and your employees

  • Analyse current work practices and how they can be used to further develop worker skills

  • Consider ways in which current staff can be used to mentor, coach, supervise or support

  • Identify professional development needs for the team


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Valuing Australia's Older Workers

  • Any questions?

  • Close


  • Login