The Strengths and Weaknesses of Employees 50+ in Terms of Managing Individual Performance

Abstract

Purpose: The aim of this paper is to point out the challenges in the performance management of older workers. The awareness of the necessity to develop and implement HRM policy raises questions about the application of relevant practices. Methodology: Literature review, viewpoint. Findings: Both the cognitive and physical  capabilities of employees aged 50 and above can pose some challenges for their employer. The specificity of workers aged 50 and above and the conditions for their effectiveness is the subject of many studies within the frontiers of medical psychology and management sciences. Organizations that make a conscious effort to shape human resource management in the direction of managing their performance must take account of their strengths and weaknesses, especially if they are a significant part of the workforce. Implications for practice: The social and demographic changes that have occurred in Western as well as Polish societies have forced employers to take into account the characteristics of the work of people aged 50+. An employer employing older staff should shape working conditions conducive to stimulating their performance and utilizing their strengths. Originality/value: The article includes recommendations for practical application drawn from theoretical reflections, which can be an inspiration to break stereotypes and contribute to the increase old workers’ performance.