Personnnummer non grata- En kvalitativ studie om hur uppfattningen om äldre arbetskraft påverkar de äldres situation i arbetslivet och vid rekrytering

Detta är en C-uppsats från Handelshögskolan i Stockholm/Institutionen för företagande och ledning

Författare: Micaela Medin; Monika Molander; [2011]

Nyckelord: HRM; senior labour; recruitment; competence;

Sammanfattning: The average age of the working population in Sweden is increasing, along with the number of retirements. Meanwhile, the number of people entering the labour market is declining. In order to avoid a loss of key skills and competences because of the resulting labour gap, and to ensure future economic growth, it is vital to utilise the aging labour force more efficiently. Nevertheless, many Swedish companies are inefficient in managing their aging workforce. In fact, it has emerged that senior workers in Sweden are discriminated against their age and not attractive on the labour market. The purpose of this thesis is to investigate the paradox noted above. Specifically, the aim is to study how the view of senior labour affects their situation on the labour market, in recruitment as well as within organizations. A qualitative research methodology has been applied. The empirical data has been collected with semi-structured interviews with recruiters or people working within the recruitment line. As a result, it has been possible to identify and analyse the conceptions of senior labour. The results show that how recruiters define, identify and appreciate the competencies of senior labour to a great degree affect the demand of senior workers on the labour market. The greatest advantage of senior labour is their experience. However, this advantage is also viewed as the only advantage. As a result, senior workers are not evaluated upon their total competence, but merely on their experience of having performed certain work tasks. This results in senior workers having difficulties in gaining challenging positions. Moreover, it has emerged that companies often have insufficient employee strategies. It is not uncommon that employers emphasize who they want to recruit, rather than what they want to achieve with the recruitment and how to utilise the workforce efficiently. This results in that the identified prejudices of senior labour receive greater attention, and as a result affect recruitment decisions. The implication for companies of these results is a loss of diversity and, as a consequence, competitive advantage. In the long run, this impedes economic growth.

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