Age structure of the workforce and firm performance by Christian Grund

Cover of: Age structure of the workforce and firm performance | Christian Grund

Published by IZA in Bonn, Germany .

Written in English

Read online

Places:

  • Denmark.

Subjects:

  • Age distribution (Demography) -- Denmark.,
  • Industrial productivity -- Denmark.,
  • Labor supply -- Denmark.

Edition Notes

Book details

Statementby Christian Grund, Niels Westergr̄d-Nielsen.
SeriesDiscussion paper ;, no. 1816, Discussion paper (Forschungsinstitut zur Zukunft der Arbeit : Online) ;, no. 1816
Classifications
LC ClassificationsHD5701
The Physical Object
FormatElectronic resource
ID Numbers
Open LibraryOL3479132M
LC Control Number2005620087

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Age Structure of the Workforce and Firm Performance 1. Introduction An important task of human resource management is the development and retention of an efficient workforce. Therefore, applicants have to be checked, whether they are in line with the requirements of a certain job.

Besides, the characteristics of employees may. – Given the ongoing demographic change in European countries, this paper aims to explore empirically the link between age structures of employees in firms and firm performance., – Based on theoretical considerations, the paper examines the link between both the average age and the standard deviation of employees' age and firms' value added per by: Analyzing the link between the age structure of the workforce and firm performance, it is first of all useful to generate scatter plots for both mean age and the standard deviation of.

Analyzing the link between the age structure of the workforce and firm performance, it is. In addition, studies have shown that the age structure within a firm affects its productivity.

Age structure of the workforce and firm performance Age structure of the workforce and firm performance Christian Grund; Niels Westergaard‐Nielsen Purpose – Given the ongoing demographic change in European countries, this paper aims to explore empirically the link between age structures of employees in firms and firm performance.

Abstract. In this contribution, we examine the interrelation between corporate age structures and firm performance. In particular, we address the issues, whether firms with young rather than older employees are successful and whether firms. Christian Grund & Niels Westergaard-Nielsen, "Age structure of the workforce and firm performance," International Journal of Manpower, Emerald.

"Age Structure of the Workforce and Firm Performance," IZA Discussion PapersInstitute of Labor Economics (IZA). Grund, Christian & Westergård-Nielsen, Niels, "Age Structure of the Workforce and Firm Performance," Working PapersUniversity of Aarhus, Aarhus School of Business, Department of Economics.

Age Structure of the Workforce and Firm Performance. Age structure of the workforce and firm performance. By Christian Grund and Niels Westergaard-Nielsen. Abstract. Purpose – Given the ongoing demographic change in European countries, this paper aims to explore empirically the link between age structures of employees in firms and firm performance.

Design/methodology/approach – Based on. We examine how the age structure of a company's workforce affects company performance. Although, the effect of aging on individual productivity has. This paper contributes to the existing literature on the effect of aging on firm performance by performing an explorative analysis of how the age of the operational manager and the age composition.

The purpose of this paper is to understand the potential effect that age composition of a firm's workforce might have on a firm's employment growth. In addition, we also examine the overall impact of the age structure, because it is impossible to explicitly study the workers’ structure without knowing the latter.

structure and derive empirically testable hypotheseson the other hand side. We argue that changes in age diversity exert a systematic effect on firm performance and that the nature of this relationship depends on the nature of the tasks involved and on the business area in which an organization is active.

"Age Structure of the Workforce and Firm Performance," Working PapersUniversity of Aarhus, Aarhus School of Business, Department of Economics. Grund, Christian & Westergård-Nielsen, Niels C., "Age Structure of the Workforce and Firm Performance," IZA Discussion PapersInstitute of Labor Economics (IZA).

structure of the workforce and firm performance. The latter stream of the literature has effects of age and gender on firm performance. Half of these papers has been published in the year in a special issue "Ageing Workforce" of De Economist (). All studies in.

We examine how the age structure of a company's workforce affects company performance. Although, the effect of aging on individual productivity has been analyzed frequently, organizational productivity effects, which are more than the sum of individual productivities, have not.

Furthermore, we do not only address the effect of changes in average age but also of changes in age diversity on. NOTE: Median age represents the midpoint in the age distribution such that half of workers are younger and half are older.

Updated population controls are introduced annually with the release of January data. Dash indicates no data or data that do not meet publication criteria (values not shown where base is less t).

3 Assistance for Workers Re-entering the Workforce at Centrica Centrica PLC won the AARP Best Employers for Workers Over 50 Award because of its dedication to creating an age. Abstract. We examine how the age structure of a company's workforce affects company performance. Although, the effect of aging on individual productivity has been analyzed frequently, organizational productivity effects, which are more than the sum of individual productivities, have not.

workforce heterogeneity on company performance on the one hand side, and from a very diverse literature on aging and diversity to bring life to the structure and derive empirically testable hypotheses. We argue that changes in age diversity exert a systematic effect on firm.

This paper investigates the effects of the workforce age structure on the productivity of large Belgian firms. More precisely, it examines different scenarios of changes in the proportion of young (16–29 years), middle-aged (30–49 years) and older (more than 49 years) workers and their expected effects on firm productivity.

Using detailed matched employer–employee data, we find that. This paper investigates the effects of the workforce age structure on the productivity of large Belgian firms.

More precisely, it examines different scenarios of changes in the proportion of young ( years), middle-aged ( years) and old (more than 49 years) workers and their expected effects on firm. This paper provides firm-level evidence for the relationship between the age structure of the workforce and the adoption of new or significantly improved technologies in service sector firms.

Age structure of the workforce and firm performance International Journal of Manpower, Vol. 29, No. 5 The Export Decision and the Cognitive Limitation of the Managers. Age Structure of the Workforce and Firm Performance Christian Grund University of Bonn, RWTH Aachen, CCP and IZA Bonn Niels Westergård-Nielsen CCP, Aarhus School of Business and IZA Bonn Discussion Paper No.

October IZA P.O. Box Bonn Germany Phone: + Fax: + Email: [email protected] Any opinions expressed here are those of the. I propose a framework to estimate the relation between age and productivity potential (a work performance measurement based on cognitive and non-cognitive skills and the labor market importance of these skills).

This is done to show that the age-productivity curve is not necessarily static but can vary with changing labor market requirements. of LaborAge Structure of the Workforce and Firm Performance. By and Christian GrundNiels Westergård-nielsen and Christian GrundNiels Westergård-nielsen and Christian Grund.

Abstract. Any opinions expressed here are those of the author(s) and not those of the institute. Research disseminated by IZA may include views on policy, but the.

For example the vintage of capital in use, the overall stock of human capital, 23 firm-specific managerial skills, location-driven comparative advantages.

24 And these might be correlated with the age-gender structure of the firm's workforce, biasing OLS results. Older workers for instance might be overrepresented among plants built a long time. Age structure is the answer emphasized here.

A worker in a country with a younger workforce, like the United States, will be more entrepreneurial than a worker in a country with an older workforce, like Japan. The argument is that entrepreneurial capability depends on two types of abilities: one that grows with age and one that declines with it.

Abstract. In most Western, industrialised countries the workforce is ageing rapidly. In order to assess the possible consequences of an ageing workforce, this paper measures the impact of changes in the age structure of establishments on productivity using representative linked employer-employee panel data.

Kim Ki Min The Effects of the workforce Age Structure on Productivity or Labor Costs, Nina TORM Social security and firm performance: Pekka Ilmakunnas, Mika Maliranta How does the age structure of worker flows affect firm performance?. 6 Evaluating Workforce Demographics.

This tutorial shows you how to view and evaluate your labor force demographics. You want to see a high level view of your workforce demographics for a particular month as well as trends over the past 12 months. This paper provides empirical evidence on the relationship between the age structure of the workforce and the adoption of new or significantly improved technologies.

Moreover, it attempts to identify the role of teamwork in this relationship. The econometric analysis is based on data of small and medium-sized German firms from the knowledge-intensive services and ICT services sectors. While firm age is not essential for the performance of firms, those of smaller size and those in the steel and transportation industries outperform others.

Moreover, labor quality, particularly the middle-aged with higher education, contributes significantly to firms' productivity. Age Structure of the Workforce and Firm Performance. Abstract. This article investigates how a firm’s workforce characteristics affect an individual’s timing of exit from the labor market.

It analyzes the relations between the age, skill, and wage structures of companies and the risk of labor market exit of Finnish older workers by using the detailed longitudinal register-based Finnish Linked Employer–Employee Data.

CiteSeerX - Document Details (Isaac Councill, Lee Giles, Pradeep Teregowda): Any opinions expressed here are those of the author(s) and not those of the institute. Research disseminated by IZA may include views on policy, but the institute itself takes no institutional policy positions.

The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and. demographic structure of the workforce and its impact on firm growth.

Secondly, it can be expected that some firms do not show any impact of workers aging on firm growth, meaning that firms usually remain completely independent of the age structure of the workforce (e.g. small-sized firms). Aging workforce statistics. First off, a couple of aging workforce statistics to give you an idea about the extent of the problem.

In the US alone, 10 baby boomers turn 65 every day. According to an article by Arlene S. Hirsch, M.A., LCPC, for SHRM, this is something that started in and will continue until Since the average retirement age of a baby boomer lies somewhere between. Organizational Structure and Hierarchy.

Even though several studies stipulate the importance of organizational structures for age discrimination within the workforce (e.g. Branine and Glover ; Brooke ; McGoldrick and Arrowsmith ; Riach and Kelly ), the structure typically is not the focus of ageism research, but only present as a contextual factor—if at all.

The Aging Workforce examines the changing demographics of the workforce, and their impact on the world of work. The numbers and proportions of older individuals in the U. S. population are increasing. Most organizations are ill-prepared to meet the challenges associated with older workers, and little research has addressed the development and implementation of effective human resource.

As a matter of fact, the authors wrote this in the book’s preface: “In writing this book, we make two assumptions about our readers: (1) They are familiar with the general problems of HRM or I/O psychology, and (2) they have some background in fundamental statistics—at least enough to understand statistical procedures on a conceptual.How your organization manages the performance of an aging workforce should be the same as how you would manage the performance of any employee group.

However, there is a greater need to be sensitive and supportive when communicating performance issues with experienced employees particularly if there is a decline in performance due to age.

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