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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 management practices for an aging workforce. The "graying of America" requires that we give more attention to both the problems and potential of an older workforce. Consequently, the book focuses on issues related to work life and aging.

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CHOICE Review

The Aging Workforce examines the changing demographics of the workforce and their impact on the world of work, and also presents research findings concerning the older worker's job performance and suggestions for managing the older worker. Specific topics include age stereotyping, age discrimination, physical capabilities, cognitive abilities, job performance, attitudes, personality, job trends, and human resources practices addressed to the older worker. While this book does not offer original research, it does provide an overview of what is currently known about older workers and their management. This reviewer knows of no other recent book that covers all aspects of the aging workforce as well. However, it would have been enhanced if the authors had relied less on government statistics and previous research and more on case studies and innovative approaches to the employment of older workers. A useful and timely resource for business, economics, social work, and gerontology collections. ^BSumming Up: Recommended. Students, upper-division undergraduate and up, faculty, researchers, and professionals. M. Fottler University of Central Florida

Notas de autor provistas por Syndetics

Jerry W. Hedge, PhD , has been involved in personnel research for more than 25 years. He has worked with a wide variety of clients designing, implementing, and evaluating numerous organizational tools, systems, and techniques. During his career, Dr. Hedge has stayed actively involved in publishing his research and presenting regularly at professional conferences. He is a fellow of the Society for Industrial and Organizational Psychology and the American Psychological Association. He received his PhD in industrial-organizational psychology from Old Dominion University, Norfolk, Virginia.

Walter C. Borman, PhD , is currently the chief executive officer of Personnel Decisions Research Institutes, Tampa, Florida, and professor of industrial-organizational psychology at the University of South Florida. He is a fellow of the Society for Industrial and Organizational Psychology (SIOP), and in 1994-1995 served as president of the society. Dr. Borman has written more than 300 books, book chapters, journal articles, and conference papers, and he was the recipient of SIOP's Distinguished Scientific Contributions Award for 2003. He received his PhD in industrial-organizational psychology from the University of California, Berkeley.

Steven E. Lammlein, PhD , is an industrial-organizational psychologist with 27 years of experience in human resources research and consulting. He has consulted with a large variety of private- and public-sector clients, and his work has addressed workforce issues in a wide variety of jobs across the occupational spectrum. His specialty areas include personnel selection and placement, certification testing, equal employment opportunity issues, job and training needs analysis, management development and succession planning, training design and evaluation, and performance management. He received his PhD from the University of Minnesota, Twin Cities.