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Purpose: The article is devoted to the extension of the working age of workers in the older age group from the standpoint of the results of a statistical analysis of the situation in which the Russian model for solving this problem should be formed. Discussion: The conditions for implementing the provisions of the “Strategy for action in the interests of older citizens in the Russian Federation until 2025” have not yet received extensive coverage in the scientific literature, which is focused on the labor market, organizational behavior and personnel management. In the process of formation and research base for statistical conclusions about the specifics of a similar phenomenon with respect to individual countries, which slows down the work on its timely diagnosis and development of the vector of transformation of organizational management necessary for subsequent adaptation to Russian conditions. Results: The article substantiates the feasibility of international experience in the development of national policies for the extension of the working ability of older workers. A step-by-step study was carried out, conclusions were drawn regarding the movement of scientific thought about age; contradictions of the theories of aging, explaining both the presence and the absence of a relationship between aging and professional success; disability and ageism. Grounded conceptual approaches to work with older personnel, including in the model "Coming meet with outgoing". An algorithm for operational analysis of the goals of the extension program for older workers is presented, including indicators for measuring goals formulated in the context of human resources management functions carried out in organizations using the “Value Center” model. Key words: labor market, age workers, ageism, mobbing, extension of working capacity. |
