Preparing for an Aging Workforce Survey

Wisconsin SHRM is working with the Society for Human Resource Management Foundation to conduct a CONFIDENTIAL poll of HR professionals about the aging workforce. Your response to this poll will be kept strictly confidential. Responses from all participants will be combined, analyzed, and the findings reported only in their aggregate form.
 
Please participate in this poll by answering the following questions and clicking the “submit” button at the end of the survey no later than october 8, 2017 midnight. This survey should take no more than 10 minutes to complete.

If you have any questions, please contact Beth Chambers, Workforce Readiness Director (bchambers326@gmail.com) or Chris Berg, SHRM Foundation Director (cberg7116@gmail.com).  Thank you in advance for sharing your time and knowledge.  Your insight and experiences as an HR professional are invaluable to us in this effort. Please visit the SHRM’s website at http://www.shrm.org/agingworkforce to access SHRM research data, reports, templates and tools on preparing for an Aging Workforce.
 
For the purpose of this survey, older workers are defined as employees at your organization who are 55 years of age or older.

* 1. To the best of your knowledge, what percent of the employees at your work location are 55 years of age or older? Please include both full-time and part-time employees.

* 2. According to the Bureau of Labor Statistics, workers 55 years of age and over are projected to make up approximately 26% of the labor force by the year 2022, compared to 21% in 2012 and 14% in 2002. As the proportion of older workers increases, the potential impact resulting from the loss of their knowledge and experience may become more substantial. Which of the following best describes your organization’s preparation for this change?

* 3. Overall, how would you describe the impact on your industry of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…

  It is a crisis It is a problem It is a potential problem It is not a problem Don't know
1 - 2 years?
3 - 5 years?
6 - 10 years?
11- 20 years?

* 4. Overall, how would you describe the impact on your organization of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…

  It is a crisis It is a problem It is a potential problem It is not a problem Don't know
1 - 2 years?
3 - 5 years?
6 - 10 years?
11- 20 years?

* 5. Does your organization track the percentage of workers in your organization eligible to retire in the next…

  Yes No
1 - 2 years?
3 - 5 years?
6 - 10 years?
11 - 15 years?

* 6. Strategic workforce planning is a process used to ensure an organization takes in account the future loss of knowledge through employee resignations/retirements and the projected knowledge/personnel resources required to achieve the organization’s goals. Has your organization conducted a strategic workforce planning assessment to analyze the impact of workers aged 55+ leaving your organization?

  Yes No Don't know
Over the next 1 - 2 years
Over the next 3 -5 years
Over the next 6 - 10 years

* 7. Strategic workforce planning is a process used to ensure an organization takes in account the future loss of knowledge through employee resignations/retirements and the projected knowledge/personnel resources required to achieve the organization’s goals. Has your organization conducted a strategic workforce planning assessment to identify your future workforce needs?

  Yes No Don't know
Over the next 1 - 2 years
Over the next 3 -5 years
Over the next 6 - 10 years

* 8. Strategic workforce planning is a process used to ensure an organization takes in account the future loss of knowledge through employee resignations/retirements and the projected knowledge/personnel resources required to achieve the organization’s goals. Has your organization conducted a strategic workforce planning assessment to identify your potential skills gaps?

  Yes No Don't know
Over the next 1 - 2 years
Over the next 3 -5 years
Over the next 6 - 10 years

* 9. In your professional opinion, to what extent has the increasing age of your organization’s workforce begun to prompt changes in…

  To a great extent To some extent To a small extent Not at all Not applicable
Recruiting practices?
Retention practices?
General management policy/practices?

* 10. What recruiting methods does your organization use to directly target older workers?  (Check all that apply.)

* 11. Company/organization size:

* 12. Industry:

* 13. Your job title:

Thank you for participating in the Aging Workforce survey! We will share the results with you at the Annual State Conference in October at the Kalahari. Look for our presentation near the Silent Auction/SHRM Foundation booth.
Beth & Chris

Aging Workforce Initiative flyer

Aging Workforce Initiative flyer

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