HUMAN Capital - Summer 2016 - (Page 22)

FEATURE enCore! These days, there is no typical retirement as many retirement age professionals continue to see new opportunities bY louISe reImer, bA, mlIS, CHrP, AND ClAIre SCHNeIDer, b. mGmT, CHrP 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. Canada's Changing Labour Landscape 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 http://www.hria.ca

Table of Contents for the Digital Edition of HUMAN Capital - Summer 2016

Leadership Matters
Tech Talk
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
Encore Careers
When Organizations Need Career Pathing Options
HR’s Future Career Path
Legal Source
Policy Corner
Suppliers Guide
Index of Advertisers/Advertisers.com

HUMAN Capital - Summer 2016