Question 2:
Do companies want to hire older people
Another important function of delayed retirement is the development of human resources for the elderly in response to the growing ageing crisis in china. According to the recently published blue book on human resources, older persons have a physical and intellectual basis to continue working and to improve as their standard of living and health care improves. So, are companies willing to hire these older people
Every month, the market offers a job fair for senior and middle-aged persons, mainly for those who are laid off, unemployed or retired. Although the job offers are relatively narrow, the job fair has attracted many businesses and job-seekers, and even some companies have "stop" job-seekers at the door with the sign of "retarded, retired" and “diverse” jobs for the elderly. • low-end service positions, such as cleaning officers with low professional skills, car handlers, or technical posts, such as engineers, management advisers, etc. While the former takes into account the advantages of older persons being able to do what they do without paying social insurance, the latter value their rich work experience and high skill levels。
Hotels, property companies and labour-sending companies are popular at job fairs. Most of the jobs they recruit are those of room attendants, janitors, parking attendants, storekeepers, etc., with little requirement for qualifications, skills, work experience, etc. In the case of enterprises, the recruitment of retired older persons and the non-payment of social insurance contributions by enterprises are important reasons for their popularity. Many of the hiring delegates took the first sentence of the curriculum vitae, “do you have social security?” if the applicant already has social security, the enterprise is very enthusiastic in registering him or her, and if not, it will decline。
Some high-end positions, such as management advisers and engineers, place greater emphasis on the valuable experience and skills of older persons. Mr. Liu, aged 55, presented his curriculum vitae in front of the exhibition at a management consulting firm. A few days ago, there was also an indifferent recruitment delegate, who was immediately luminous and excited. Mr. Liu's experience in quality management in several large state enterprises such as the inner firehouse, china's eight directorates has led to some glamour among the hiring delegates, who say, "we need an experienced expert like you, and it will take a lot of effort to train the university students who will not be able to do so. This trip wasn't for nothing. Finding you was my greatest gain."
Thus, enterprises also treat workers who are over-age differently. It is true that high-level managerial, technical posts require experienced older persons, but less skilled and experienced jobs do not require older persons, and enterprises recruit older persons simply to avoid social security contributions. The promotion of late retirement in such jobs is of little significance for enterprise development。
Views
Delays in retirement are not new
The human resources specialist of the off-the-shelf services branch, which specializes in outsourcing human resources, argues that not all types of enterprises are suitable for retirees, nor are all positions suitable for retirees, as determined by the characteristics of retirees themselves. Retirees often have many years of experience, and a wealth of knowledge and experience is a valuable asset for the enterprise, especially since there is no age limit to the desire for talent in industries with scarce talent, which is one of the most important aspects of the enterprise's use of retirees; on the other hand, the type of work is not suitable for retirees because of the age of the retiree, the large volume of transactional work, the age of the retiree, the gradual deterioration of his or her body, the inability to perform a great deal of labour and effort, and the lack of resistance to stress。
On the basis of years of work experience, it was felt that the current use of retirees was dominated by small and medium-sized enterprises, but the use of retirees was also more common in some positions in large enterprises, such as the consulting, financial and human resources categories. However, there are also a number of disadvantages to the use of retirees by enterprises, such as the large use of retirees and the resulting reliance on retirees, which may hinder the development of new staff in some jobs and discourage the construction of ladders; the fact that some core, critical posts are always taken up by retirees, who, because the core technology is in their hands, are not necessarily much more expensive than young employees in real terms; and the fact that retirees are affected physically and energetically by the fact that the efficiency of their work, their resistance to stress, their motivation to work is weaker than that of young staff, and their acceptance and progress in terms of flexibleness, positive change and upgrading of their working methods will be slower。
“as a whole, the use of retirees is a trade-off for the enterprise, depending on how rationally used it is, how management is regulated while maximizing effectiveness and reducing user costs. In developed countries such as europe and the united states, japan and korea, the use of retired recruits has become a trend, such as toyota motors in japan, which is common among front-line engineers. It's also very common among smug clients。
Liang cai also described the fact that the delay in retirement was not new and had long existed in practice, except that it was not called “delayed retirement but “flexibility”. The employer may apply to the local labour administrative security department for a stay of retirement without limitation of time, most of which varies from six months to five years, as long as the applicant himself submits that the employer has no objection. During this period, there is still a labour relationship between enterprises and workers and the need for workers to continue to pay social insurance contributions, which plays an important role in maintaining or extending the use of core, key workers in enterprises。
The delay in retirement was strongly opposed by the public. It was described that the ministry of human security had taken note of the different demands expressed by different groups in society towards this group and recognized the high complexity and sensitivity of the issue. According to the relevant research, the delayed retirement age is generally implemented in a small jogging manner abroad, and in the years prior to its implementation, policies were issued to society, with differences among different groups. It seems that the policy of delaying retirement will not be implemented immediately, and even in the future it will be differentiated for different groups, and we need not be too concerned。
The expert scholars proposed three options for the postponement
Basic principle: step by step
Programme i
Faster
Starting in 2015, women workers are delayed by 1 year every 1 year, women cadres by 1 year every 2 years and women workers by 60 years by 2025
Starting in 2025, workers of both sexes were delayed by 1 year at the same time and by 65 years in 2034
Target retirement age: 65 for males and 65 for females
Programme ii
(flexibility selection)
In 2015-2025, female workers were 55 years old and female cadres 60 years old, with flexible retirement. In 2025 - 2035, employees of both sexes were 65 years old and retired with flexibility. Since 2035, the retirement age has been 65 years for both men and women, without flexible retirement
Target retirement age: 65 for males and 65 for females
Programme iii
(lower)
Since 2015, women workers have been delayed by one year every two years, female cadres by one year every three years, male workers by one year every five years since 2020 and retirement age by 65 for both sexes by 2045
Target retirement age: 65 for males and 65 for females
