Managerial responses to an aging Municipal workforce

Jonathan West, Evan M. Berman

Research output: Contribution to journalArticle

7 Citations (Scopus)

Abstract

This paper focuses on the strategic management of older workers in U.S. cities. The research is based on a national sample of Municipal Human Resource Managers in cities over 50,000 population. A wide variety of strategies are being used in cities in four key areas: (1) Supportive workplace relations; (2) Training; (3) Career development; (4) Performance appraisal. However, cities do little to adapt training to the needs of older workers, to revitalize the careers of mature employees, or to use proficiency testing as a supplement to performance appraisal. Managerial professionalism is an important driving force influencing strategic decision making on this issue; legal compliance and fiscal stress are less significant forces.

Original languageEnglish (US)
Pages (from-to)38-58
Number of pages21
JournalReview of Public Personnel Administration
Volume16
Issue number3
DOIs
StatePublished - 1996

Fingerprint

career
worker
strategic management
human resources
supplement
performance
workplace
employee
manager
decision making
Workforce
Older workers
Performance appraisal
professionalism
Strategic management
Professionalism
Testing
Human resources
Driving force
Fiscal

ASJC Scopus subject areas

  • Public Administration
  • Organizational Behavior and Human Resource Management

Cite this

Managerial responses to an aging Municipal workforce. / West, Jonathan; Berman, Evan M.

In: Review of Public Personnel Administration, Vol. 16, No. 3, 1996, p. 38-58.

Research output: Contribution to journalArticle

@article{82f02313066c4373bfdc61df1e07e0d5,
title = "Managerial responses to an aging Municipal workforce",
abstract = "This paper focuses on the strategic management of older workers in U.S. cities. The research is based on a national sample of Municipal Human Resource Managers in cities over 50,000 population. A wide variety of strategies are being used in cities in four key areas: (1) Supportive workplace relations; (2) Training; (3) Career development; (4) Performance appraisal. However, cities do little to adapt training to the needs of older workers, to revitalize the careers of mature employees, or to use proficiency testing as a supplement to performance appraisal. Managerial professionalism is an important driving force influencing strategic decision making on this issue; legal compliance and fiscal stress are less significant forces.",
author = "Jonathan West and Berman, {Evan M.}",
year = "1996",
doi = "10.1177/0734371X9601600305",
language = "English (US)",
volume = "16",
pages = "38--58",
journal = "Review of Public Personnel Administration",
issn = "0734-371X",
publisher = "SAGE Publications Inc.",
number = "3",

}

TY - JOUR

T1 - Managerial responses to an aging Municipal workforce

AU - West, Jonathan

AU - Berman, Evan M.

PY - 1996

Y1 - 1996

N2 - This paper focuses on the strategic management of older workers in U.S. cities. The research is based on a national sample of Municipal Human Resource Managers in cities over 50,000 population. A wide variety of strategies are being used in cities in four key areas: (1) Supportive workplace relations; (2) Training; (3) Career development; (4) Performance appraisal. However, cities do little to adapt training to the needs of older workers, to revitalize the careers of mature employees, or to use proficiency testing as a supplement to performance appraisal. Managerial professionalism is an important driving force influencing strategic decision making on this issue; legal compliance and fiscal stress are less significant forces.

AB - This paper focuses on the strategic management of older workers in U.S. cities. The research is based on a national sample of Municipal Human Resource Managers in cities over 50,000 population. A wide variety of strategies are being used in cities in four key areas: (1) Supportive workplace relations; (2) Training; (3) Career development; (4) Performance appraisal. However, cities do little to adapt training to the needs of older workers, to revitalize the careers of mature employees, or to use proficiency testing as a supplement to performance appraisal. Managerial professionalism is an important driving force influencing strategic decision making on this issue; legal compliance and fiscal stress are less significant forces.

UR - http://www.scopus.com/inward/record.url?scp=0038902035&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=0038902035&partnerID=8YFLogxK

U2 - 10.1177/0734371X9601600305

DO - 10.1177/0734371X9601600305

M3 - Article

AN - SCOPUS:0038902035

VL - 16

SP - 38

EP - 58

JO - Review of Public Personnel Administration

JF - Review of Public Personnel Administration

SN - 0734-371X

IS - 3

ER -