[Subscribe to Daily Digest] |
The HR types are super sensitive to the legal stuff and avoiding any suggestion of discrimination of a protected class (such as age) and I think generally believe in it as HR professionals as well as personally (they are all getting older every day too). The modern work force and organization is also very different than in the past (it is diverse, employment tenures are relatively short so hiring young and training for the long haul isn't necessarily any more attractive than hiring someone who can do the job now and who will possibly retire in 5 to 10 years). To the extent that HR input can impact older workers it probably has more to do with higher wages of existing and perceived inflexibility or a real loss of the "fire" than age per se. However, this is just one side of the coin. Managers and others in the organization also have key inputs into who is hired and the future of existing employees in the organization. Understanding them is really the key as ultimately I think they are the most important to shaping the future for any employee. They thinking and biases are more likely to be problematic and it can help or hurt depending on the situation.
However, at the end if the day what really matters especially for someone already in an organization, no matter what your age, is what they think of you, your performance, your attitude, and how you relate to others in the organization. No doubt age, weather it be the result of being viewed as "too young" or "too old", can be a factor but ultimately competence and the display of the qualities an organization values is foremost.
posted by 75.100.91...
, Thu, 31 Jan 2008 06:09:34
No Site Registration is Required to Post - Site Membership is optional (Member Features List), but helps to keep the site online
for all Saabers. If the site helps you, please consider helping the site by becoming a member.
 |
 |
 |
 |
 |
