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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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Presentation Transcript
content
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 workers3
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

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