Crandall Philip Glen, Houser Rhonda H, O'Bryan Corliss A
Department of Food Science, University of Arkansas, 2650 Young Av., Fayetteville, AR 72701 USA.
Human Resources, University of Arkansas, Fayetteville, AR 72701 USA.
SN Soc Sci. 2022;2(9):173. doi: 10.1007/s43545-022-00480-y. Epub 2022 Aug 23.
The recent shift in the labor force that has occurred in many developed countries has been greater than any shift prior to 2020. This shift was caused by reduced birthrates coupled with the rising percentage of mature workers in the labor force, compounded by the 2020 global shut-down due to Covid-19. Managers and HR directors need to act now to gather the necessary data on their employees and their company's projected labor needs to accurately plan for their short- and long-term labor needs. A partial solution for this impending labor shortage is for companies to proactively become the "employer of choice" for their graying workforce by making necessary accommodations to retain and recruit mature workers. The concept of employer of choice relates to creating a work climate that attracts and retains workers to a specific employment opportunity. This article focuses on the steps that can be taken by employers to minimize the impact of this looming labor shortage on their company as well as on the overall economy. The article also provides background on some of the reasons why many mature workers want and need to continue working and the imperatives as to why immediate action on the part of employers is necessary.
近期，许多发达国家劳动力市场发生的变化比2020年之前的任何一次变化都要大。这种变化是由出生率下降、劳动力中成熟工人比例上升，再加上2020年因新冠疫情导致的全球停工共同造成的。管理者和人力资源总监现在需要采取行动，收集有关员工以及公司预计劳动力需求的必要数据，以便准确规划短期和长期的劳动力需求。对于即将出现的劳动力短缺问题，部分解决办法是企业积极主动地成为老龄化劳动力的“首选雇主”，通过做出必要的调整来留住和招募成熟工人。首选雇主的概念涉及营造一种工作氛围，吸引并留住工人从事特定的就业机会。本文重点介绍雇主可以采取的一些措施，以尽量减少即将出现的劳动力短缺对其公司以及整体经济的影响。文章还介绍了一些成熟工人想要并需要继续工作的原因，以及雇主必须立即采取行动的必要性。
