The Study Of Advanced Aged Worker's Employability

China has changed to an aging society since October ,1999. And because of the Family Plan Strategy, the Aging Speed of China is really fast. According to the trend forecast of the Population Aging development issued in February 2006, till 2050, the Aged population of China will amount to more than four billion, which means there will be a aged person among every ten persons. So China will then undertake unprecedented burden of Population Aging. In one hand, the aging population not only overburden our society, but also become a challenge big to social security system. While in the other hand, there will be a large group of outstanding technical workers among those aged people who own abundant knowledge and skills of practice which is very valuable. So how to evaluate the value of the aging persons, and make best use of their technologies is a very important subject which is mentioned in this study.First of all, we should confine the definition of"Aged Talent". According to the retirement strategy and the realistic retirement ages in the working market, the study defines the study objects to be the aged technical professionals who is older than fifty, healthy, and enthusiastic to work again.The purpose of the study is to change the traditional thought that when employees are old, they become the burden of the company. Instead we would like to show the employability of the aged persons. In the meantime, when the companies give the rework chances to the aged persons, the company itself will get a chance to remain the precious core technologies which are owned by the aged persons, and they also help to offer the best way to reduce obligatory retirement which leads to waste of human resource.This study belongs to the study of human capital and employability Through the further study of human capital, we have a new understand of the aged persons employability. Through the analysis of relevant references, social research of advance-aged talents market, combine with real situation of cooperation in Beijing and referring to the advanced experience of treatment to advance-aged talents in overseas enterprises, the author puts forward her own opinion and suggestion on the management of advance-aged talents. In line with the general thought, which is posing a question, analyzing the question and solve the problem, the author introduces her integral idea on employment of advance-aged talents.As to the references, it quoted thesis of human capital, development psychonology, as well as the study of employabilty . In the thesis of human capital, first of all, the paper introduces relevant thesis on age, wealth and income,which is mentioned in Human Capital by-. The book also points out that the two types of human capital investment, education and in-job-training, would promote a person's income and wealth. And additional training will increase the total amount of human capital and postpone the wealth peak age of employees. Secondly, research on health, life and human resource in Human Resource Investment by- shows that the extension of Life expectancy and the improvement of the worker's health condition are also an additional investment, which will make the employees expect working longer. The paper also quotes research on human capital depreciation, which says the innovation of technique and the decreasing input of human capital in the late career life of employees will incur rapid increase of the human capital depreciation till the human capital stock is nearly zero. Finally, the workers will loose the labor value. On the aspect of developing psychology, the paper quotes the research on old people by- By psychology experiments and borrowing other relevant professional study,-points out that the old people are more prudent and careful. Deprived of intelligence is not that fast ,including cognition, recognition and the ability of judgment. Therefore, if their health condition is permitted, they can absolutely do some work within their reach. In the aspect of employability, the author collects and quotes the definition from Hillage, Brown and Nite. Thought summarizing and generalization, she adopts the definition of employability raised by Mr. Xie Jinyu, professor of Human Resource department, NanKai University. The definition emphasizes on basic skill ( listening, speaking, reading and writing), thinking skill ( learning ability and creativity),interpersonal communication ability or team skill as well as personal character ( sense of responsibility and respect). On the basis of the theory research, the author puts forward employability residua value and sets up a formula Eo=Ti+Ei+Hi+O-dHC. Eo means employability residua value, Ti, Ei, Hi, O stands for training, education, health and human capital investment in other ways. And d means human capital depreciation rate, HC means total amount of human capital.The formula illustrates that the employability residua value is different among technical personnel in disparate business lines. Only develop and use them in a proper way can achieve the reasonable distribution of resources.The third part of this article reviews and summarizes the existing situation of employment of advanced-age talents. The part indicates the obligatory retirement rule in the past has not adapts current economy development as the improvement of human quantity and the increasing of life expectancy. Meanwhile, critical shortage of technical personnel takes place in some areas where manufacturing industry are well-developed. In this case, improvement of retirement rules is really urgent.The fourth part is on the basis of current remand and supply situation of talents center and relevant data from the author's fact-finding conversation at advanced-age talents center. Through analyzing and summarizing the current remand and supply situation of advanced-age talents, their expecting salary as well as their psychological state, the author points out that there are large amount of technical talents who have already retired in Beijing. Their expecting salary is lower than average level of the same business, but they have strong sense of responsibility and enthusiasm to work. They have high demand on faithfulness of the enterprises which they will work for.The fifth part puts forward the specific strategies to solve the problems stated above. Through flexible retirement regulations and position shifting of A and B, our society could offer fair opportunity to middle aged and advanced aged employees, increase health input and organize technical experts groups etc. to provide wider arena to the advanced age talents. The end of the paper emphasizes that the development of advanced age talents needs the coordination of corresponding regulations, such as the old- age support welfare etc. And this part also points out a regret of lacking ration research in this article.In a word, this paper considers advanced age technique-oriented people as the main study object, adopts relevant theory such as human capital developing psychology and employability to make systematic exploration on the employability of this group. Also, the paper gives out corresponding development strategies and support system and provides enlightening guidance for the development of old talents especially technique-oriented group.