Abstract
HR managers have known for many years about the demographic time bomb, and more recently have been urged to take age positive1 approaches to the management of their organisations. However, conversations and seminars with many of those who devise and steer human resource management policies in organisations, suggest that understanding of demographic change is sometimes limited and coping strategies often absent or inchoate. This paper will briefly explore the demographic context and comment briefly on the main policy responses in relation to workforce issues. It will then consider the sorts of measures that might be needed to make work compatible with a significantly older working population. Taken together, these strands will hopefully weave a picture that meets our purpose of forward looking conjecture.
Published Version
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