The Aging Workforce examines the changing demographics of the workforce, and their impact on the world of work. The numbers and proportions of older individuals in the U.S. population are increasing. Most organizations are ill-prepared to meet the challenges associated with older workers, and little research has addressed the development and implementation of effective human resource management practices for an aging workforce. The ""graying of America"" requires that we give more attention to both the problems and potential of an older workforce. Consequently, the book focuses on issues related to work life and aging. Topics include: age stereotyping (and employment discrimination); the impact of aging on cognitive performance, job performance, job attitudes, and motivation; the evolving concept of retirement, and what these issues mean for organizational human resource management policies and procedures. Without being particularly academic, the book provides a ""state-of-the-science"" perspective on what we know about issues related to the older worker, thus providing a foundation for confronting the challenges facing the workforce of the future. ""The Aging Workforce"" pulls together research findings relevant to individual older worker performance and motivations, as well as offers discussion related to how best to manage the older worker.

Career Pathways: From School to Retirement brings together leading workforce researchers and practitioners to provide new perspectives on school-to-work and workplace career pathways. This groundbreaking book explains the transformations that have taken place in the workplace over the past several decades and how those transformations have combined to produce a dramatically different career landscape. It highlights the important role of career pathways as a framework for workforce and economic development within this quickly evolving career landscape. Bringing together top figures in the field, this volume addresses a wide variety of critically important career pathway topics such as the role of apprenticeships in career pathways, the gig economy and emerging career pathways, career crafting, the role of data analytics in providing career and workforce insights, and career pathways for late career workers. It includes case study chapters that provide important practical insight into the development and use of career pathways in both educational and workplace settings, demonstrating how career pathways can help individuals and organizations succeed in today's workplace and in the workplace of the future.

The area of work and aging is complex and multi-faceted. Its foundation is formed by a wide array of disciplines that both contribute to the complexity of its understanding, and offer fertile promise for research, development, and application in the years ahead. With an ever-growing population of older workers, many of whom are suggesting they will likely continue to work past traditional retirement age, it becomes all the more important that we increase our efforts to develop a more thorough understanding of older workers, the nature of their interactions with work and the organizations for which they work, and the process of transitioning to retirement. Clearly, there are huge societal and global challenges that will both inform and influence research and application at the individual and organizational levels.
The Oxford Handbook of Work and Aging examines the aging workforce from an individual worker, organization, and societal perspective, and offers both an integration of current cross-disciplinary knowledge, and a roadmap for where research and application should be focused in the future to address issues of an aging workforce. The volume is divided into six core sections: demography, theoretical and methodological issues, the older worker, organizational strategies for an older workforce, individual and organizational perspectives on work and retirement, and societal perspectives with an aging workforce. Bringing together seasoned authors from diverse academic and professional backgrounds, new approaches to recruiting, workplace flexibility, and the right mix of benefits and incentives are presented as a way of engaging an older workforce.