20.500.12556/DKUM-95570 Employers’ efforts to encourage older workers to retire later a case study of large companies in Slovenia Prizadevanja delodajalcev za spodbujanje starejših delavcev k poznejšemu upokojevanju – študija primera velikih podjetij v Sloveniji študija primera velikih podjetij v Sloveniji Background and Purpose: Most developed societies are facing the challenge of an ageing population, which poses several issues, including low labour force participation and financial pressures on the sustainability of the pension system. Countries typically address this situation by raising the retirement age, which often results in dissatisfaction among workers as such decisions are perceived as imposed. Therefore, our work’s main purpose was to research the analysis of implementing measures for managing older workers in companies, which would indirectly influence workers’ decisions to voluntarily choose longer work participation. Design/Methodology/Approach: We designed our study on the assumption that companies that more frequently conduct various analyses of their employees also pay greater attention to measures for managing older workers. In doing so, we focused on the measures that the literature identifies as important for keeping older workers employed for longer. The data source was a study from 2020, which sampled large companies in Slovenia with more than 100 employees. We posed the questions to the person responsible for human resource management in the company. The initial question was whether conducting employee analyses is associated with the implementation of measures focused on education and training, skills transfer, and career development as well as managing the health of older workers. We formulated three main hypotheses, which we confirmed using linear correlation analysis. Results: We found that companies that conduct more frequent analyses of employees’ qualifications and competencies, on average, also more frequently implement measures related to the area of education and training of older workers and to the area of knowledge transfer and career development of older workers. We confirmed statistically significant correlations in general as well as at the level of particular measures. Furthermore, we found that companies that more frequently conduct analyses of the health structure of employees, on average, also more frequently implement measures in the field of managing the health of older workers. We concluded that companies that conduct employee analyses more frequently demonstrate a higher level of commitment to implementing measures for managing older workers, which subsequently impacts their decision to retire later. Conclusion: By conducting employee analyses, companies gain important information that leads to the timely and sufficiently frequent implementation of measures for managing older employees. With empirical data, we have supported our prediction that the frequency of implementing measures through which companies can influence older workers’ decisions for later retirement is associated with the frequent conduction of employee analyses. This article has contributed to our understanding of ageing and the treatment of older workers. It has also highlighted a softer approach to promoting prolonged work engagement for older employees as an alternative to unwanted, legally imposed later retirement. Ozadje in namen: Večina razvitih družb se sooča s staranjem prebivalstva in s tem povezano problematiko delovne aktivnosti prebivalstva in vzdržnostjo pokojninskih sistemov. Države nastalo situacijo običajno rešujejo z dvigom upokojitvene starosti, kar se največkrat odraža v nezadovoljstvu delavcev, saj so take odločitve vsiljene. Zato je bil glavni namen našega dela usmerjen v raziskavo analize izvajanja ukrepov ravnanja s starejšimi delavci v podjetjih, s katerimi bi posredno vplivali na odločitve delavcev, da bi se odločili za daljšo delovno aktivnost po svoji volji. Zasnova/metodologija/pristop: Raziskavo smo zasnovali na predpostavki, da podjetja, ki pogosteje izvajajo različne analize svojih zaposlenih, večjo pozornost posvečajo ukrepom ravnanja s starejšimi delavci. Pri tem smo se osredotočili na ukrepe, ki jih literatura navaja kot pomembne, da bi starejši delavci ostali zaposleni dalj časa. Vir podatkov je predstavljala raziskava avtorjev iz leta 2020. V vzorcu smo zajeli velika podjetja v Sloveniji, ki so imela več kot 100 zaposlenih. Vprašanja smo zastavili odgovorni osebi za ravnanje s kadri. Izhodiščno vprašanje je bilo, ali je izvajanje analiz zaposlenih povezano z izvajanjem ukrepov usmerjenih v izobraževanje in usposabljanje, prenos znanj in karierni razvoj ter upravljanje z zdravjem starejših delavcev. Postavili smo tri krovne hipoteze, ki smo jih z uporabo testa linearne povezanosti tudi potrdili. Rezultati: Ugotovili smo, da podjetja, ki pogosteje izvajajo analize kvalifikacij in kompetenc zaposlenih, v povprečju pogosteje izvajajo tako ukrepe na področju izobraževanja in usposabljanja starejših delavcev kot tudi na področju prenosa znanj in kariernega razvoja starejših delavcev. Statistično značilno povezanost smo potrdili tako v splošnem kot tudi na nivoju posameznih ukrepov. Poleg tega smo ugotovili, da podjetja, ki pogosteje izvajajo analize zdravstvene strukture zaposlenih, v povprečju pogosteje izvajajo ukrepe na področju upravljanja z zdravjem starejših delavcev. Zaključili smo, da podjetja, ki pogosteje izvajajo analize zaposlenih, intenzivneje skrbijo za izvajanje ukrepov ravnanja s starejšimi delavci, kar posledično vpliva na njihovo odločitev za kasnejše upokojevanje. Zaključek: Z analizami zaposlenih podjetja pridobijo pomembne informacije, ki vodijo v pravočasno in dovolj pogosto izvajanje ukrepov za ravnanje s starejšimi zaposlenimi. Z empiričnimi podatki smo podprli naše predvidevanje, da je pogostost izvajanja ukrepov, s katerimi lahko podjetja pripomorejo na odločitev starejših delavcev za daljšo delovno aktivnost, povezana s pogostim izvajanjem analiz zaposlenih. S člankom smo pripomogli k razumevanju problematike staranja in ravnanja s starejšimi delavci ter opozorili na mehkejšo možnost za daljšo delovno aktivnost starejših delavcev v izogib nezaželenim, zakonsko vsiljenim pogojem upokojevanja. an ageing population management of older workers education and training knowledge transfer and career health management staranje prebivalstva starejši delavci upokojevanje prenos znanja poklicni razvoj zdravje pri delu Slovenija true true true Angleški jezik Slovenski jezik Neznano 2025-09-26 13:32:16 2025-09-26 13:32:17 2025-10-07 09:06:18 0000-00-00 00:00:00 2023 0 0 str. 184-205 issue 3 Vol. 56 2023 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 2023-01-01 005.9-057.75 164595459 10.2478/orga-2023-0013 1318-5454 https://organizacija.fov.um.si/index.php/organizacija/article/view/974 1 76478c58-9acc-11f0-9a69-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=199268 RAZ_Novak_Vesna_2023.pdf RAZ_Novak_Vesna_2023.pdf 1 7F7D0A1BC0D8AF2942D8371A99920C75 23ae74c5141afd001bb7d5be06700d4aa8e7f25d32182797f3cd665d424cb601 e3f0514a-9acc-11f0-9a69-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=199269 Fakulteta za organizacijske vede Organizacija 0 0 0