SHRM Survey Findings: The Aging Workforce
—
Basic and Applied Skills
Funded by the Alfred P. Sloan Foundation
January 12, 2015
Introduction and Definition
Introduction
SHRM and the SHRM Foundation have launched a national initiative highlighting the value of older
workers and identifying—through original research—the best practices for employing an aging workforce.
This three-year initiative is generously underwritten by a grant from the Alfred P. Sloan Foundation.
The purpose of this research is to:
 Investigate the current demographics of organizations and their views on how the demographic
breakdown of their workforces is likely to change in the future in both their organizations and
industries.
 Determine what, if any, actions organizations are taking to prepare for an aging workforce,
including recruiting and retention strategies to specifically target older workers.
 Identify the skills and experience HR professionals most value in older workers.
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Introduction and Definition (continued)
The following topics are included in the three-part series titled 2014 Older Workers Survey:
 Part 1: State of Older Workers in U.S. Organizations
 Part 2: Recruitment and Retention
 Part 3: Basic and Applied Skills
Definition
 For the purpose of this survey, “older workers” were defined as employees age 55 or older.
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Key Findings
•
Top three advantages of older workers: HR professionals indicated the top three advantages of older
workers compared with other workers were:
 More work experience (i.e., more knowledge or skills)—77%.
 More mature/professional—71%.
 Stronger work ethic—70%.
•
Top three strongest basic skills held by older workers: HR professionals indicated the top three
strongest basic skills held by older workers compared with other workers were:
 Writing in English (grammar, spelling, etc.)—45%.
 Reading comprehension (in English)—20%.
 English language (spoken)—20%.
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Key Findings (continued)
•
Top three strongest applied skills held by older workers: HR professionals indicated the top
three strongest applied skills held by older workers compared with other workers were:
 Professionalism/work ethic—58%.
 Critical thinking/problem-solving—28%.
 Lifelong learning/self-direction—23%.
•
Steps taken to prepare for potential skills gaps resulting from the loss of older workers:
Responding organizations indicated the top two steps taken to prepare for potential skills gaps
included:
 Increased training or cross-training efforts—42%.
 Succession plan development—33%.
• One-third (34%) of responding organizations indicated their organization had not taken
any steps to prepare for potential skills gaps as a result of the loss of older workers.
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Key Findings (continued)
•
Of responding organizations that indicated they had taken a specific step(s) to prepare for potential
skills gaps as a result of the loss of older workers, about one-half (47%) indicated that offering flexible
work arrangements to attract a broader range of applicants (e.g., job sharing, telework) was “very
effective.”
 One-third indicated increasing automated processes (e.g., use of robotics), increasing training
and cross-training efforts, and creating new roles within the organization, specifically designed to
bridge a skills or knowledge gap, were “very effective” (37%, 33% and 31%, respectively).
•
More than one-half (54%) of responding organizations indicated their organization has implemented
training or cross-training programs to transfer knowledge from older workers to younger workers; onethird (33%) implemented mentoring programs, and one-quarter (26%) implemented job shadowing.
•
The vast majority of HR professionals indicated employees in their organization are receptive to working
with older workers (92%), learning from older workers (91%) and being mentored by older workers
(86%) to “some” or a “great extent.”
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Implications for HR
•
Although 42% of responding organizations indicated they are increasing training or cross-training
efforts to address potential skills gaps resulting from the loss of older workers, data from a 2014
SHRM employee benefits survey indicate that many training and development benefits are in decline.
This disconnect could lead to problems with skills shortages in the years ahead.
•
HR professionals will need to make the case to their organizational leaders that preparing for an aging
workforce is a priority; one-third of organizations had not taken any steps to prepare for potential skills
gaps.
•
Employers identified several key advantages older workers bring to their jobs—more experience,
maturity, a stronger work ethic and reliability—creating a strong incentive for companies to attract and
retain older workers.
•
Older workers seem to be particularly prized by employers for their English language and
communication skills, especially writing in English, reading comprehension and spoken English.
Fields where communication is central may therefore be the most focused on recruiting and retaining
older workers.
•
Professionalism and work ethic are the applied skills most associated with older workers compared
with other age groups. Acting as mentors may be one way organizations ask older workers to pass on
these skills to the generations that follow.
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Implications for HR (continued)
•
Many of the steps organizations are taking to prepare for an aging workforce will appeal to workers of
all ages, such as offering flexible work arrangements, increasing training and cross-training efforts
and creating new roles within the organization, specifically designed to bridge skills or knowledge
gaps.
•
Implementing training or cross-training programs to transfer knowledge from older workers to younger
workers and mentoring programs may become increasingly popular forms of knowledge transfer.
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Main Advantages of Older Workers Compared with Other
Workers*
Main Advantages
Percentage
More work experience (i.e., more knowledge or skills)
77%
More mature/professional
Stronger work ethic
71%
70%
Ability to serve as mentors for younger workers
63%
More reliable
More loyalty
59%
52%
Lower turnover
52%
Tacit knowledge (knowledge that is not easily recorded or disseminated)
Commitment/engagement
Stronger applied skills (critical thinking/problem-solving, professionalism)
51%
51%
48%
Institutional knowledge of long-term workers at your organization
Established networks of contacts and clients
Add to diversity of thought/approach to team projects
Stronger basic skills (reading comprehension, writing, math)
More productive
Other
None—There are no advantages
47%
39%
38%
31%
23%
1%
1%
Note: n = 1,736. Percentages do not equal 100% due to multiple response options.
* Survey question was worded as follows: “In your professional opinion, what are the main advantages workers age 55 and older bring to your
organization compared with other workers? (Check all that apply)”
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Strongest Basic Skills Held by Workers Age 55 and Older
Compared with Other Workers*
Writing in English (grammar, spelling, etc.)
45%
Reading comprehension (in English)
20%
English language (spoken)
20%
Mathematics (computation)
13%
Government/economics
13%
Technical (computer, engineering, mechanical,…
13%
History/geography
8%
Science
3%
Humanities/arts
3%
Foreign languages
Other
0%
6%
Note: n = 1,736. Percentages do not sum to 100% due to multiple response options.
* Survey question was worded as follows: “In your professional opinion, what are the strongest basic skills held by workers age 55 and older compared
with other workers? (Check the top two choices)”
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Strongest Applied Skills Held by Workers Age 55 and
Older Compared with Other Workers*
Professionalism/work ethic
58%
Critical thinking/problem-solving
28%
Lifelong learning/self-direction
23%
Leadership
21%
Ethics/social responsibility
19%
Written communications
10%
Add diversity to thought/approach to team projects
9%
Teamwork/collaboration
Oral communications
8%
5%
Information technology application
1%
Creativity/innovation
1%
Other
1%
Note: n = 1,736. Percentages do not equal 100% due to multiple response options.
* Survey question was worded as follows: “In your professional opinion, what are the strongest applied skills held by workers age 55 and older compared
with other workers? (Check the top two choices)”
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Steps Taken to Prepare for Potential Skills Gaps as a
Result of the Loss of Older Workers
Increased training and cross-training efforts
42%
Developed succession plans
33%
Developed processes to capture institutional
memory/organizational knowledge
17%
Increased recruiting efforts to replace retiring employees
15%
Created new roles within organization, specifically
designed to bridge a skills or knowledge gap
15%
Offered flexible work arrangements to attract a broader
range of applicants (e.g., job sharing, telework)
13%
Increased automated processes (e.g., use of robotics)
Other
None; no steps taken
7%
2%
34%
Note: n = 1,731. Percentages do not equal 100% due to multiple response options.
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Effectiveness of Steps Taken to Prepare for Potential
Skills Gaps as a Result of the Loss of Older Workers
Offered flexible work arrangements to attract a broader
range of applicants (e.g., job sharing, telework)
47%
Increased automated processes (e.g., use of robotics)
33%
Created new roles within the organization, specifically
designed to bridge a skills or knowledge gap
31%
23%
Developed processes to capture institutional memory/
knowledge from those close to retirement
19%
Increased recruiting efforts to replace retiring
employees
16%
Very effective
Somewhat effective
3% n = 202
60%
3% n = 106
67%
1% n = 594
37%
Increased training and cross-training efforts
Developed succession plans
51%
67%
2% n = 198
73%
5% n = 405
79%
2% n = 232
81%
2% n = 207
Not at all effective
Note: Only respondents who indicated their organization has taken a specific step(s) to prepare for potential skills gaps as a result of the loss of older
workers were asked to evaluate the step(s) taken. Response options (i.e., steps taken) with n < 30 are not reportable (NR). Respondents who indicated
“Too soon to evaluate” were excluded from this analysis.
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Strategies Used to Transfer Knowledge from Older Workers
to Younger Workers
Training and/or cross-training programs
54%
Mentoring programs
33%
Job shadowing
26%
Organizing multigenerational work teams
17%
Development of a knowledge database
14%
Development of skill transition plans to facilitate transfer of
knowledge from older workers to younger workers
14%
Apprenticeship programs
N/A; organization does not use any strategies to transfer
knowledge from older workers to younger workers
8%
19%
Note: n = 1,729. Percentages do not equal 100% due to multiple response options.
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Extent to Which Employees in the Organization Are
Receptive to . . .
Working with older workers
Learning from older workers
Being mentored by older
workers
To a great extent
53%
47%
43%
To some extent
39%
44%
43%
To a small extent
7%1%
7%2%
11% 2%
Not at all
Note: n = 1,698-1,709. Percentages may not equal 100% due to rounding.
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Demographics
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Demographics: Organization Industry
Percentage
Professional, scientific, technical and information services
21%
Manufacturing
20%
Government agencies
17%
Health care and social assistance
10%
Retail and wholesale trade, and accommodation and food services
10%
Educational services
8%
Real estate and leasing, and finance and insurance
8%
Transportation and warehousing
6%
Construction
5%
Administrative and support, and waste management and remediation services
4%
Utilities
4%
Note: n = 1,784. Percentages do not equal 100% due to multiple response options.
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Demographics: Organization Industry (continued)
Percentage
Arts, entertainment and recreation
3%
Mining, quarrying, and oil and gas extraction
3%
Religious, grant-making, civic, professional and similar organizations
3%
Repair and maintenance
3%
Agriculture, forestry, fishing and hunting
2%
Personal and laundry services
1%
Other industry
10%
Note: n = 1,784. Percentages do not equal 100% due to multiple response options.
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Demographics: Organization Sector
Publicly owned for-profit
15%
Privately owned for-profit
49%
Nonprofit organization
17%
Government agency
17%
Other
2%
Note: n = 1,696
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Demographics: Organization Staff Size
1 to 99 employees
16%
100 to 499 employees
35%
500 to 2,499 employees
24%
2,500 to 24,999 employees
25,000 or more employees
20%
6%
Note: n = 1,011. Percentages do not equal 100% due to rounding.
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Demographics: Other
Does your organization have U.S.-based
operations (business units) only, or does it
operate multinationally?
U.S.-based operations only
77%
Multinational operations
23%
n = 1,717
Is your organization a single-unit organization or a
multi-unit organization?
Single-unit organization: An organization in
which the location and the organization are
one and the same.
39%
Multi-unit organization: An organization that
has more than one location.
61%
n = 1,722
What is the HR department/function for
which you responded throughout this
survey?
Corporate (companywide)
69%
Business unit/division
15%
Facility/location
16%
n = 1,101
For multi-unit organizations, are HR policies and practices
determined by the multi-unit headquarters, by each work
location or by both?
Multi-unit headquarters determines HR
policies and practices
53%
Each work location determines HR policies
and practices
4%
A combination of both the work location and
the multi-unit headquarters determines HR
policies and practices
43%
n = 1,102
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SHRM Survey Findings: 2014 Older Workers Survey—
Basic and Applied Skills
Funded by the Alfred P. Sloan Foundation
Survey Methodology
• Response rate = 9.9%
• 1,913 HR professionals from a randomly selected sample of SHRM’s membership participated in
this survey
• Margin of error +/-2%
• Survey fielded May-July 2014
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About SHRM Research
For more survey/poll findings, visit shrm.org/surveys
For more information about SHRM’s Customized Research Services, visit
shrm.org/customizedresearch
Follow us on Twitter @SHRM_Research
Project lead:
Karen Wessels, researcher, SHRM Research
Project contributors:
Evren Esen, SPHR, director, Survey Programs, SHRM Research
Jennifer Schramm, GPHR, manager, Workforce Trends and Forecasting, SHRM Research
Yan Dong, intern, SHRM Research
Copy editor:
Katya Scanlan, SHRM Knowledge Center
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About SHRM
Founded in 1948, the Society for Human Resource Management (SHRM) is the
world’s largest HR membership organization devoted to human resource management.
Representing more than 275,000 members in over 160 countries, the Society is the
leading provider of resources to serve the needs of HR professionals and advance the
professional practice of human resource management. SHRM has more than 575
affiliated chapters within the United States and subsidiary offices in China, India and
United Arab Emirates. Visit us at shrm.org.
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About the Sloan Foundation
The Alfred P. Sloan Foundation believes that a carefully reasoned and systematic
understanding of the forces of nature and society, when applied inventively and wisely,
can lead to a better world for all. The Foundation makes grants to support original
research and broad-based education related to science, technology, and economic
performance; and to improve the quality of American life. Though founded in 1934 by
Alfred P. Sloan Jr., then-President and CEO of General Motors, the Foundation is an
independent entity and has no formal relationship with the General Motors Corporation.
The Foundation is unique in its focus on science, technology, and economic
institutions. It believes the scholars and practitioners who work in these fields are chief
drivers of the nation’s health and prosperity. In each grant program, the Foundation
seeks proposals for original projects led by outstanding individuals or teams.
http://www.sloan.org/
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