Paul Sparrow

Job performance among older workers

ConclusionWhile methodological difficulties associated with the study of age and work performance make firm conclusions difficult to draw, it is apparent from a number of well-designed studies that age often has no real influence on performance. Wide individual differences exist and experience often counteracts any age effects.Where age differences are found, it appears they may be caused often by psychosocial factors, such as a reduced work commitment because of limited career advancement opportunities. The use of training is also an important factor in ensuring that age differences in technical jobs which require a continually updated knowledge base or set of sensorimotor skills are kept at a minimum. By minimizing such productivity differences, the real benefits of older workers such as lower turnover, increased loyalty and job satisfaction, less frequent (if longer) absenteeism, and greater experience will be given a chance to show their importance.

Design, reliability and validity of a computer ageing simulation technique

Details are given of a Computer Ageing Simulation Technique (CAST) which was developed for a large UK multinational company to diagnose age-related performance problems in its workforce. The technique involved a manpower simulation of 4295 people at a manufacturing plant over a ten year projection period, from 1981 to 1991. Reliability and validity were checked after a two year period, and found to be significant. The paper focusses on the design principles of a strategic human resource planning system, the benefits of using social and economic data to predict supply and demand for labour, and the importance of reliability and validity. It is concluded that CAST represents a valuable management tool. Age-related problems can be strategically assessed, and the effectiveness of a number of human resource flow policies tested out.