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Changing workforce demographics: strategies derived from the resource-based view of HRM

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  • Birgit Verworn
  • Doreen Schwarz
  • Cornelius Herstatt

Abstract

Many companies do not realise yet that the demographic changes in the workforce require new Human Resource Management (HRM) strategies. One reason for this could be that intrafirm demographic change is a creeping process. Thus, the obviously rising average age of employees may not seem to be worrisome, as long as there is no effect on day-to-day business. However, it might be shortsighted to focus on daily business and ignore arising issues. For example, as the 'baby boomer' generation ages, a significant part of the workforce will retire at the same time. On the one hand, the employees and their implicit knowledge will leave the firms; on the other hand, the recruitment of a qualified workforce in the external labour market might be hampered by skill shortages in some regions. Thus, it is necessary to develop HRM strategies based on long-term considerations. The existing resource-based theory focuses on general competencies or human resource systems without considering the challenges of changing workforce demographics. This paper derives more specific strategies to manage an ageing and shrinking workforce from the resource-based view of the firm.

Suggested Citation

  • Birgit Verworn & Doreen Schwarz & Cornelius Herstatt, 2009. "Changing workforce demographics: strategies derived from the resource-based view of HRM," International Journal of Human Resources Development and Management, Inderscience Enterprises Ltd, vol. 9(2/3), pages 149-161.
    • Handle: RePEc:ids:ijhrdm:v:9:y:2009:i:2/3:p:149-161
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    Citations

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    Cited by:

    1. Göbel, Christian & Zwick, Thomas, 2010. "Which personnel measures are effective in increasing productivity of old workers?," ZEW Discussion Papers 10-069, ZEW - Leibniz Centre for European Economic Research.
    2. Yu‐Shan Chen & Xin Yan, 2022. "The small and medium enterprises' green human resource management and green transformational leadership: A sustainable moderated‐mediation practice," Corporate Social Responsibility and Environmental Management, John Wiley & Sons, vol. 29(5), pages 1341-1356, September.
    3. Klaas Szierbowski-Seibel & Marius Claus Wehner & Rüdiger Kabst, 2019. "HR Integration, HR Strategy, and HR Partnership - Comparing the "Strategic Partner" between the USA and Germany," Working Papers Dissertations 47, Paderborn University, Faculty of Business Administration and Economics.
    4. Göbel, Christian & Zwick, Thomas, 2013. "Are personnel measures effective in increasing productivity of old workers?," Labour Economics, Elsevier, vol. 22(C), pages 80-93.

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