The initiation of sound age management strategies for your organisation can be made by following a structured plan, such as the one outlined in this section.
This section provides information on:
- How to conduct workforce audits, using HR metrics and workforce analysis
- Data mining
- How do I gather the data for and conduct HR metrics?
- Resources for HR metrics and workforce analytics
- The role of executives, HR and line managers in age management
- How to communicate your vision for effective age management to the rest of your organisation
The first step in developing a mature age strategy is to obtain the relevant information within your organisation in order to identify areas that need addressing and build a case for action.
To acquire the necessary information, it is recommended that organisations conduct workforce audits by completing HR metrics and diagnostic analysis.
HR metrics involve numerical data that reflect some descriptive detail about various areas of the workforce, processes or outcomes, such as the age profile of your workforce, return on investment and success in recruiting new staff.
Diversity has become synonymous with sound business strategy and metrics may reveal whether organisations are fully utilising their knowledge bank and making rational decisions based on merit.