Trade Union Responses to Aging Workforces in the UK and Germany – Speech or Presentation Example

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The paper "Trade Union Responses to Aging Workforces in the UK and Germany" is a great example of a speech on human resources.   Trade union responses to the aging workforces in the UK and German has been a subject of argument for activists, scholar, and amateurs for HRM, Business Management, CSR and capacity building for the past recent years. Theoretically, most of the UK and German Trade Union tries to respond to the pressures of an aging workforce from a neoclassical and human capital theories concept. This helps them in coming up with a clear resolution that defines the relationship of age to wages and productivity.

Broadly, as these trade Unions tries to come up with the best solution for representing their aging workforce, opportunities and challenges experiences are quite many. Nevertheless, how do these Union responses to the aging workforce? In order of these trade unions to come up with a clear and realistic tool for identifying the best practice to initiate, advocate and implement in their respective area of operation, methodological and theoretical approaches are used in relation to empirical evidence and findings from other Europe countries.

For example, the UK and German trade union tries to design their responses to the aging workforces based on the research conducted from multiple dimensions. However, how do they arrive at the best resolution? According to Kunisch & Boehm (2011) methodological approach for the aging workforce, the UK, and the German trade union relies on the Companies’ case studies, institutional case studies, international literature reviews and contextualization of the best workforce practices from reports and interviews conducted. Based on the hypothetical specificity and sensitivity of the studies conducted by the trade union in response to their aging workforces, understanding the patterns and trends in which these trade unions response to the aging workforce becomes quite apparent. For example, when adapting to the pension system or employees regulation based on norm setting, the UK trade union intend to raise the retirement ages for 68 years enclosing the withdrawal routes.

In this regard, they increase the number of old workers in its workforce by 1 million in conjunction to enacting laws that prohibit discriminative working by age.

In response, the UK government initiates welfare systems as well as tax initiatives that encourage the old generation to return to work (Kunisch & Boehm, 2011). Comparatively, how do German trade union response to the aging workforce? The German trade union is directly opposite of what happens in the UK trade unions. German trade unions systems are inclusive providing negotiation mechanisms at national levels. For instance, German trade unions inhibit access of young generations to the labor markets while smoothening the exit of the older generation from its workforces.

In conclusion, German and UK trade union to their aging workforces is directly opposite, applicable to other international communities. However, the support and arguments for various methodological and theological approaches used vary significantly.

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