How To Get The Elderly Out Of Unemployment?
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
How To Get The Elderly Out Of Unemployment?
What we can learn from Japan is how to get the elderly out of unemployment.
Youth unemployment is a legitimate concern for the government, businesses, and labor unions. According to the Office for National Statistics, the jobless rate for 16- to 17-year-olds is 35.9 percent, and for 18- to 24-year-olds it is 18 percent. An entire generation may have been forgotten as a consequence of this downturn. In spite of a drop in the percentage of 35- to 49-year-olds and 50- to 64-year-olds who are unemployed, the fact that many older people are still unable to find work is a national problem that represents a huge loss of skills and talent.
Older job seekers claim that their previous work experience and expertise can work against them when applying for new
positions. A lack of flexibility, a fear of technology, and unrealistic expectations for pay are often viewed as a sign of inexperience by employers. With the help of an expert, these people believe that their time out of the workforce could be reduced. Getting and acing an interview can be intimidating for those who haven’t had to look for work since finishing school.
The Japanese government has made significant investments in so-called “silver human resource centers,” which provide assistance and guidance to job seekers over the age of 60. These services are only possible because job centers in Japan take on the role of brokers, assessing the skills and experience of their clients and then matching them with the requirements of local businesses. They also use older people with a strong sense of civic duty to provide community services, such as caring for the elderly or aiding in urban regeneration. It’s a win-win-win situation for everyone involved: employers, who gain skilled workers, job seekers, who get a second chance at employment, and the government, which gains a larger pool of taxpaying citizens. An understanding of Japanese policy toward the elderly unemployed must take into account the country’s high regard for both employment and retirement. Traditionally, an employer has been obligated to offer a new contract to a key employee who has reached retirement age. In this arrangement, the post-retirement contract usually involves a pay cut (albeit one that can be topped up with a pension) and some loss of status. The benefit of this arrangement is that it helps older workers transition into jobs that are both flexible and related to their prior experience, so they can continue working until they are ready to retire. Reducing headcounts through redundancies and stricter use of retirement rules were the norm during the ‘lost decades’ of Japan’s deflationary period, which ended in 2010. After that, the government stepped in to help employees deal with mid-career transitions, taking over the role traditionally played by employers.
Clients of silver human resource centers are rarely successful in finding jobs that are the same as they had before, but they do benefit from support in redeploying their skills and experience into new work. A surprising number of Japan’s small businesses have shown a strong interest in hiring older workers, despite their disadvantage in the war for young talent compared to larger corporations. To be sure, the Japanese work-and-retirement system has its limitations. An occupational pension may not be enough to supplement a lower-paying job for older workers in this country. A good salary is still a top priority for people in their 50s who find themselves out of work. The Japanese experience, on the other hand, demonstrates the significance of career counseling for the elderly. Support for older workers in finding a new job that matches their skills, interests, and personal circumstances is just as important as for school-leavers.
Even though the Japanese approach has some parallels to the Mid-Career Review, which is being led by the National Institute of Adult Continuing Education, it is specifically tailored to the UK labor market. In order for workers to plan their late careers, it suggests that career guidance should be provided universally at an early age (around the age of 50). People who are looking for work, as well as those who are currently employed, should be supported. People over the age of 50 who lose their jobs may suffer a great deal, especially if they do not have the financial means to retire comfortably. Even modest but well-targeted interventions can help older people get back into the workforce, as demonstrated by Japan.
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