Baby Boomer

The most prominent change in the workforce affecting human resources at St. Anthony’s is the rise of a multi generational workforce. Providing different human resource needs for various employees is an evolving challenge. Being aware of different workplace standards between generations is taken into consideration to reduce “pain points” (Calvert, 2015). In the interview, Judie grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as

Today, there are many Baby Boomers that live in the world. Most of these people have impacted a lot of people currently. This is because of many things they have introduced to us and or gave us. There are many people that can be shown to be very important to our culture and or history, but first of all, what is a baby boomer?

When boomer demand slams into the market place, prices soar (until the fad passes). Nothing stops the baby-boomer. There is somewhat of a bright side to all the spending and boomer traffic. Being just a few steps ahead of the boomer can make an individual very well off if you know which way they are headed. Boomers have always acted this way. Still the largest generation in the United States has been shifting markets ever since the diaper and baby food industries in the late 1940's (Geoffery 59-64). Construction of elementary facilities exploded for municipal budgets—Los Angeles was spending $1 million a week on new schools in the mid-1960's (Geoffery 59-64). After that happened, the boomer moved on abandoning a huge amount of those facilities. When younger boomers wanted cars, the Mustang and Camaro were considered a phenomenon and as the boomer herd passed so did the sales. Suburban homes in beautiful areas were next since boomers were doing the family thing. Prices on suburban homes exploded in the 80's and as usual; when the boomer left, so did the sales.

Millenials is the name given to the generation who reached adulthood around the turn of the 21st century, they were born during 1975 and 1995 which was the Cold War era. The millennial is given the nickname as the television or digital age. The popularity of television boomed in their time was a result of the Space Race and America's curiosity of what would have been called the impossible. In the 1940's there was only a few tv's but in the-the 1970's the amount of tv's surged to four million plus. The Millenials grew up in a society when the social norm was for an individual to watch tv five hours a day. The United States victory was largely contributed to great communication technology. An example was in the Civil War when President Lincoln would command the military thousands of miles away. What strengthened the Millenial ideology is communication and getting full

First off, retention for all generations starts on day one of employment (Martin, 2006, pg. 118). Beginning in orientation, it is a good idea to ask workers what their ideal career path would be and what can be offered throughout each stage of their career.

One of the major functions of Human Resource Management is to lower the overall expenses of the company and try to find ways that an organization may run more efficiently. The first major potential problems for the baby boomers from a Human Resources perspective is since companies are always trying to find ways to lower costs which means that a lot of the baby boomers are being laid off because their health is a liability. Companies are trying to replace these baby boomers with younger, more charismatic workers. Companies that offer healthcare to their younger employees as a benefit to get them to work for them aren't profiting by having baby boomers on staff. These organizations feel as if the medical expenses incurred are far larger than the expenses incurred by their younger counter parts. In turn companies are laying off baby boomers before they can even reach retirement. The second major reason baby boomers are being laid off is due to the advancement of technology. Organizations are looking for younger individuals who may be as charismatic as the older individuals but far more tech savvy. Employers are confronted with the loss of skilled labor when the boomer cohort adds candles to its annual cake. There is a need for adaptive retirement strategies--on the parts of both employees and employers. There is no longer one standard retirement approach, and given the

The most prominent change in the workforce affecting human resources is the rise of a multi generational workforce. Providing different human resource needs to various employees is an emerging challenge for Judie. In the interview, she grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as skilled in their jobs, thankful to be working, and without questioning change or decisions in the organization. However, she felt Gen

The most prominent change in the workforce affecting human resources is the rise of a multi generational workforce. Providing different human resource needs to various employees is an emerging challenge for Judie. Being aware of different workplace standards between these generations is taken into consideration to reduce “pain points” (Calvert, 2015). In the interview, she grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as skilled in their jobs and maintaining the implicit

Following Second World War and up until 1965, Canada’s birthrate rose to a significant number with over 8.2 million babies born between the time period. These babies are often referred to the baby boomers whose demographic influence was most important to the economic, technological, and social development in Canadian history. Nowadays, many political people and economists are raising concerns about the large impact the baby boomers will have in the future. The aging baby boomers will negatively elevate many issues in the near future as examined through the decrease in growth of the labor force, the significant increase in heathcare spendings, and ultimately leads to financial problems for retirement.

As the population of Canada ages different demands are put on the recreation and leisure service industry. The 'baby boomer' generation (born 1946 - 1964) have a different set of ideals and values compared to modern generations. This can often make it difficult to meet and plan around their needs. It is important to find out what type of leisure this group enjoys, what is beneficial to them, possible methods of education and their own individual expectations of leisure. The following articles will outline an in-depth understanding of these topics, and how they all work together to form a better future for this demographic.

Unfortunately, the majority of today’s human resource managers assume that the most desirable and inexpensive employees are younger applicants. However, mature employees are a valuable and often disregarded asset for increased productivity for organisations’ all over Australia (Silberman, 2010). Mature workers can incorporate a wide variety of talent, knowledge and skills. Additionally, the built up knowledge of older workers can be used in the workplace for mentoring programs that can reduce staff turnover, train employees and increase staff morale. Throughout this presentation, I will be analysing;

Aging! We all do it every day, but have you ever thought how it is going to affect the rest of your life or more importantly your career? Aging isn’t something that we get to choose if we participate in, however working is, and aging may affect that choice. Right now, I want you to think about the age of sixty-five. What words pop into your head when you think of someone sixty-five? I’d imagine some of the words you thought of were retired, old, fragile, slow, as well as many others. Those words right there all help to explain the many concerns that one’s employer may have when hiring someone that is of the older population. When we think of the older population in the work force we don’t necessarily think of positive things, instead we think of things. When we think of this population in the workforce we generally think of lower production rates and higher costs. These can create issues among the older population, as employers must consider all the possibilities when hiring someone. We know that more people in the older population are continuing to try to continue their careers, but why? How hard is it for them to continue? What changes have made it easier? How are the younger and middle aged populations perceiving them in the work place? This are only some of the many question surrounding the increase of aged workers.

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

Look of workforce in Australia is changing. It is no longer the same as it was 20 years ago. Where young men were the main workers and old people and women were sitting at work with their kids (Nankervis et al. 2006, p.54). Nowadays number of old people has increased dramatically, which is affecting workforce and brings new challenges to human resource. New implications that human resources have to deal with are appropriate age allocation, keeping old employees working for as long as possible and avoiding clashing of different generations. Also combine experience from old employees with knowledge of new technologies from younger ones. All these can be done by correct human resources strategies, which will benefit organizations and

The world’s labor force primarily consists of three major generations: the “Baby Boomers,” “Generation X,” and “Generation Y.” The “Baby Boomers” were born during and after the 2nd World War (1940 to 1960). This generation has a legacy of expertise, “old-fashioned” autocratic management, and healthy productivity. “Boomers” are known to work hard, remain loyal to their employers, and receive promotions on the basis of hard work and high skill. Technology was rather limited (Hewitt and Ukpere, 2012).