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Older Workers and New Assumptions

Consider the following scenarios, and the impact these might have on your organization:

• An older employee is not performing up to standard. He hasn’t been coached because everyone thought he would retire soon.
• A young manager is resisting hiring older workers for IT roles, and refers to them as “old geezers.” Many of the IT positions have been unfilled for six months or more.
• Boomer caregivers experience the challenge that is typical of this “sandwich generation”—having to provide care for children, parents, and often grandchildren and grandparents.
• An organization is losing many qualified, valued employees by offering outdated early retirement packages.

Many of these problematic human resources issues are the result of changing workforce demographic needs that aren’t being met by outmoded, old-fashioned management assumptions. In order for HR professionals to maximize an age-diverse work force, they will need to change their thinking about policies and programs in order to capitalize on this important labor market segment.

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Posted on October 29, 2013 by Cathy Fyock, CSP, SPHR, Senior HR/Business Advisor

Developing Empowered Learners

Learning has developed a bad rap. This poor reputation may be grounded in those painfully boring lectures you endured in school, in taking grueling exams or pop quizzes, or perhaps in long hours of study to memorize data you have never once had a reason to reference.

But think about your role as a learner when you were learning to tie your shoes, drive a car, or learn about your new hobby. Didn’t you have an insatiable curiosity about that skill that would serve you well, take you to new places, or provide hours of entertainment?

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Posted on May 28, 2013 by Cathy Fyock, CSP, SPHR - Senior HR/Business Advisor

Moving to the Adults' Table: Nine Strategies to Claim Your "Seat at the Table"

Are you now in the position of wanting to move to that “seat at the table” in the corporate world, and want to be regarded less like an administrator and more like the strategic visionary you want to be? In order to be invited, you will need to be perceived as an executive leader, having mastered the protocols of that role. But what does that mean, and how can you better make that move?

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Posted on May 28, 2013 by Cathy Fyock, CSP, SPHR - Senior HR/Business Advisor

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