HUMAN Capital - Summer 2016 - (Page 22)
These days, there is no typical retirement as many retirement
age professionals continue to see new opportunities
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Ten years ago, planning for succession
was trending and at the forefront of
our work as Hr professionals. In the
early 2000s, the baby boomer generation entered the 55-and-over age
group; their retirements were imminent and plans needed to be in place.
We developed frameworks, coached
supervisors and managers, held workforce planning sessions, etc.
Forward to today. The country is bracing itself for a shift in the workforce as
the baby-boomer generation continues to make its move into retirement.
This shift makes way for the highly
anticipated, even larger generation of the millennials. Planning for
succession is still critical; however,
10 years later, the concept of retirement is changing.
In 2015, for the first time, Canada had
more people ages 65 and up, than
under 15. The baby boomer generation now constitutes 27 per cent of
the population, with those over 65
(the traditional age of retirement)
making up 16 per cent of the population. Within the next decade, the 65+
group will make up 25 per cent of the
population of Canada. unlike previous generations, the baby boomers
are expected to retire with greater
health and longer life expectancy,
22 | www.hria.ca
Table of Contents for the Digital Edition of HUMAN Capital - Summer 2016
Career Crossroads – Which Path Should I Follow?
Grow Your HR Career by Helping to Grow Your Organization
Individual Career Pathing: Taking Charge of Your Own Career Path
Career Pathing Case Study: CompuCom Performance Support and Development Strategy
When Organizations Need Career Pathing Options
HR’s Future Career Path
Index of Advertisers/Advertisers.com
HUMAN Capital - Summer 2016