Engaging the Missing Actor: Lessons Learned from an Age-Management Intervention Targeting Line Managers and Their HR Partners

Autor/inn/en	Jonsson, Robin; Nilsson, Kerstin; Björk, Lisa; Lindegård, Agneta
Titel	Engaging the Missing Actor: Lessons Learned from an Age-Management Intervention Targeting Line Managers and Their HR Partners
Quelle	In: Journal of Workplace Learning, 35 (2023) 9, S.177-196 (20 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1366-5626
DOI	10.1108/JWL-12-2022-0165
Schlagwörter	Workplace Learning; Labor Force Development; Older Workers; Human Resources; Foreign Countries; Intervention; Personnel Selection; Recruitment; Labor Turnover; Sweden + Suchen Sie Ihr Suchwort? Arbeitskräftebestand; Älterer Arbeitnehmer; Humankapital; Ausland; Personalauswahl; Personalentscheidung; Recruiting; Rekrutierung; Schweden
Abstract	Purpose: This study aims to describe and evaluate the impact of a participatory age-management intervention on the knowledge, awareness and engagement of line managers and their HR partners from six health-care organizations in Sweden. Design/methodology/approach: The learning workshops consisted of lectures, discussions, feedback and exchange of experiences with colleagues and invited experts. A total of 19 participants were interviewed six months after the final workshop, and qualitative thematic analysis was used to analyze the transcribed interviews. Findings: The intervention design produced promising results in improving line managers' and HR partners' knowledge and increasing awareness and engagement. On some occasions, the participants also initiated changes in organizational policies and practices. However, the intervention primarily became a personal learning experience as participants lacked resources and mandates to initiate change in their daily work. To stimulate engagement and change at the organizational level, the authors believe that an intervention must receive support from higher managers, be anchored at the workplace and be aligned with the organization's goals; moreover, participants must be provided with sufficient resources and mandates to coordinate the implementation of age-management strategies. Practical implications: Prolonged working life policies and skill shortages are affecting organizations and societies, and for many employers, there are strong reasons for developing strategies to attract, recruit and retain older workers. Originality/value: This study offers lessons and guidance for future workplace interventions to attract, recruit and retain older workers. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01