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Ageing Workforce Management

Ageing Workforce Management

Be pro active.

Address and manage the needs of an ageing workforce through our Work Life Continuance methodology.

The P2 Group Work Life Continuance methodology enables you to align the performance of people with their organisational demands. The methodology includes

  • consultation with people,
  • proactive identification of people at-risk of injury and
  • development of care plans to support the employee’s needs.

This is achieved via up skilling or managers and regular assessment of capacity which allow for pro-active monitoring of the workforce.

WHEN

The overall Australian workforce is ageing, creating new challenges for organisations in managing the health, organisational expectations and productivity of their mature aged workers.

Currently the baby boomer generation comprise 41.8 percent of the total Australian workforce; they are between 50 and 68 years of age and can reasonably be expected to be contributing to the workforce for an additional 20 years.

Ask yourself – are you confident that the labour requirements and HR systems currently in practice can cope with a rising proportion of mature workers?

If not, contact P2 Group today to discuss how we can help.

WHY

The P2 Group Work Life Continuance Program provides employers with a tangible solution to the reality of an ageing workforce. Process efficiency and reliability are influenced by the performance of people and sustaining good performance can be achieved through a Work Life Continuance methodology and predictive maintenance.

The cost of predictive maintenance of people is less than preventative maintenance and significantly less expensive than reactive maintenance, which is too often in the form of WorkCover claims.

HOW P2 HELPS

P2 Group consultants and Occupational Therapists will liaise with the key stakeholders at an organisation to gain an understanding of the expectations of executives in relation to the subject of an ageing workforce and staff work ability. Business functions will be reviewed to identify any need for action regarding the age structure.

The findings will be documented in a report and presented to the organisation. The report will be specific for the organisation and identify areas that need action, the findings of an age audit, the common types of injuries against age and if savings are achievable over the next 1-2 years through strategic management of an ageing workforce.

To allow an organisation adequate time to gain familiarisation with ageing workforce management techniques, P2 Group recommends implementing the following process to one department. This also allows time for the process to be fine tuned to best meet their operational requirements