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any negativity that could affect the organisational development.

The myth that older people cannot contribute - Is this really a myth or is it reality? There is a growing perception among recruitment agencies & Human resources departments in certain organisations that mature workers contribution towards the development of an organisation is limited. Most organisations are looking ahead when recruiting their employees. Overlooking these mature employees can be termed as an act of discrimination. As we discussed earlier, there is still a perception that older workers may not be able to carry the weight of day to day organisational operations.

Example - With the introduction of new technologies, mature employees are finding it difficult to enter in to the labour market. The main reason behind it being, the lack of technological knowledge that mature workers possess. This has become an added advantage towards the younger population as employment opportunities has come much easier.

The new pension scheme has allowed mature workers to work an extra two years before going on retirement. Will this decision backfire in terms of contribution levels of mature workers? As discussed above Human resources plays a significant role in the process of retention & development of these employees. Human resources need to use their expertise in organisational development so they can contribute in certain ways. Experience workers will be mostly useful when they train younger employees. The younger trainees will develop skills from the more experienced individuals & become job ready quicker. The worst HR could do is to give these mature employees a dead end job that de-motivates them. This would have negative implications to the organisational development.

Recommendation - Human resources can further develop mature employees by training them on new technological advancements, so that they won't have to rely on their younger employees all the time.

So it is a myth in a certain way that mature employees cannot contribute towards the enhancement of the organisation. It is the responsibility of the Human resources departments to get the best out of these workers.

Managing older workers - By increasing the pension age eligibility criteria, there has been certain problems between younger workers & older workers. The main reason being the thought process that young people have on their older counterparts.

Example - Many mature workers are concerned about what their younger workers think about their work ethic. There are many older workers who try to work harder to mitigate these feelings that younger people have.

The management & the HR division have to be responsible in handling these mature workers in the correct way. Â Generation X managers need to know on how to motivate and manage this pool of older workers. As discussed above both generations have very different views of one another and will need to learn how the other generation works. It is up to the managers to take initiative and create the climate in which older workers will remain engaged and productive in their work process.

Recommendations - Human resources needs to communicate properly with these mature workers in order to better their organisation. It's better not to assume they know what's expected of them. Management needs t