Abstract

The aim of the article is to signal the need for effective and efficient management of knowledge of older workers as a factor determining the survival and development of modern organizations. This paper discusses such issues as the importance of efficient and effective use of the potential of seniors in contemporary organizations. Without a doubt the knowledge and experience of older people is of strategic importance to the organization, and therefore their effective use should be part of modern organizational cultures. Increasing globalization forces a rational management of human capital in order to maintain or gain a competitive advantage. In Poland it obliges to, among others, The National Development Strategy 2020, which indicates the need for an effective state policy in the field of professional activity of the senior generation. It involves, among others, promoting older workers among employers by identifying e.g. a senior employee strengths and breaking down stereotypical thinking about them and the introduction of system solutions to promote employment of older people. It is also associated with increasing risk of poverty among the elderly in the world. The results of the analysis. An important element of the use of knowledge of older people (especially creative) is the flexibility of the organizations is undertaking activities. To achieve the goal of efficient and effective use of the potential of seniors today's organizations will be forced to incur additional costs related to e.g. the remuneration of employees with the task of “taking care of” elderly. In addition, in order to maintain the balance between the efficient use of knowledge and experience of older workers and the effective and efficient performance of their duties, today’s organizations will be forced to bear the costs related to e.g. with obtaining information on the impact of care for the elderly by designated employees. According to the authors of this article one of the major challenges of modern organizations is the efficient and effective use of knowledge and experience of older workers. This may have an impact on the survival and/or development of the organization in a turbulent environment. The impact of caring for seniors by designated employees also determines psychological maturity of those workers, or in other words the ability to independently set themselves far tasks and their consistent implementation. Employee mentally mature should be geared to long-term measures, which in the case of seniors will definitely occur. Maturity mental employees designated by today's organizations to care for the elderly should go hand in hand with the internal independence. This means that the autonomy allows to maintain the designated operating direction. According to the authors of this article for an effective and efficient use potential of older people development is also driven by organizational and technical conditions of modern organizations. Conclusions and directions of further researches. To the fullest extent compensate for the disappearance of creative activity of an aging workforce today's organizations should have developed appropriate system solutions. It should also take into account the current situation related to the dynamically changing environment. You should also consider whether it is worth actually break up professional contacts with seniors once they going to retire. Civil contracts, so desired by young workers, in turn, may be of interest in the case of seniors who are under such contracts to work as experts in the organization. In addition, civil contracts, which rather negative impact on the creative activity of young workers, but may in the case of seniors have the opposite impact. The more that find jobs for older workers nowadays almost borders on the miraculous. In addition, according to the authors of this article properly organized work for seniors can be the source of the behavior of their creative activity.

Keywords: effectiveness, efficiency, seniors, older worker, human capital management, corporate culture

JEL Classification: J50, M12, M14.

Cite as: Prokopenko, O., Zięba K. & Olma, S. (2016). Efficient and effective management of knowledge of seniors as an element of organization development . Marketing and Management of Innovations, 2, 181-187. https://doi.org/10.21272/mmi.2016.2-16

This work is licensed under a Creative Commons Attribution 4.0 International License

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