Impact of the recession on age management policies - Case study: Proniks Ltd, Latvia

Case study
Publicat
22 Ianuarie 2012
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Autor(i): 
Kamerade, Daige

Sumar

There is a clearly defined age management policy in place in Proniks Ltd. Older staff are considered to be a valuable asset. In other jobs and sectors, older employees may be considered less suitable for employment for a number of reasons (e.g. lack of up-to-date skills), this is not the case in Read more

There is a clearly defined age management policy in place in Proniks Ltd. Older staff are considered to be a valuable asset. In other jobs and sectors, older employees may be considered less suitable for employment for a number of reasons (e.g. lack of up-to-date skills), this is not the case in this particular sector. In the cloth manufacturing sector, older staff who have relevant qualifications and considerable professional skills and experience are highly sought after. Due to the challenges of recruiting younger employees with the necessary experience and qualifications, Proniks has adopted a proactive HR strategy that is specifically orientated towards hiring and retaining older, highly qualified and experienced individuals. A résumé is available.

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