Making it Work : Recruit and Retain Resource Pack

How to Implement

Success Factors

Human resources management strategies are central to efforts to retain older workers. Human resources systems must be able to cope with flexible working options, training and development programs, job re-design, recognition strategies as well as attractive compensation options targeting older workers. Knowledge management strategies offer potential to assist workplaces in retaining at least some of an older nurse's acquired expertise. Offer incentives for older nurses to help them to continue to engage in the workforce. E.g. cover flights and expenses, pay annual registration, provide suitable remuneration. Employers need to develop formal engagement packages provided to workers prior to transitioning into retirement.

Challenges

The anticipated exodus of older workers following legislative retirement age, and a parallel decline of younger age professionals with relevant qualifications, will have a significant impact on service provision in rural and regional areas. Older employees are often viewed as less valuable than those younger, and consequently recruitment and retention strategies tend to be overly focused on the young. The cost of lost knowledge is difficult to quantify, and many organizations face challenges in identifying where they are most vulnerable in terms of knowledge loss. Degree of remoteness and isolation from major educational institutions has led to a workforce that is largely recruited from outside. A staged exit is not always successful for people living in remote areas, as they may not be looking to ‘semi retire’ in these communities.