Earl, Catherine

Taylor, Philip

Against a background of population ageing, and with it, concomitant effects on social welfare systems and labour markets, public policy makers in affected nations are seeking ways of pushing out the final age of withdrawal from their labour markets. Central to such efforts is promoting the contribution of older workers to organizations and overcoming labour market age barriers. Within this advocacy approach there has been recent interest in identifying and promulgating examples of employer best practice in order to emphasize new dimensions of the business case for employing older workers. Drawing on literature concerned with advocating an ethical concern in human resource management as it pertains to older workers, this article examines an exemplar set of employer case studies aimed at promulgating best practice. It considers the concept of age management and its manifestations to argue that many standard HRM practices are firmly, although probably unwittingly, grounded in ageist assumptions concerning the capacities, potentiality and contributions of both younger and older workers. This, we argue, is a consequence of an unnecessarily narrow conception of good employment practice based in an economic rationality that is not conducive to the effective management of age in organizations

Federation ResearchOnline

management revue

Making the case for older workers

Taylor, P

Earl, C

University of Melbourne Institutional Repository

Against a background of population ageing, and with it, concomitant effects on social welfare systems and labour markets, public policy makers in affected nations are seeking ways of pushing out the final age of withdrawal from their labour markets. Central to such efforts is promoting the contribution of older workers to organizations and overcoming labour market age barriers. Within this advocacy approach there has been recent interest in identifying and promulgating examples of employer best practice in order to emphasize new dimensions of the business case for employing older workers. Drawing on literature concerned with advocating an ethical concern in human resource management as it pertains to older workers, this article examines an exemplar set of employer case studies aimed at promulgating best practice. It considers the concept of age management and its manifestations to argue that many standard HRM practices are firmly, although probably unwittingly, grounded in ageist assumptions concerning the capacities, potentiality and contributions of both younger and older workers. This, we argue, is a consequence of an unnecessarily narrow conception of
good employment practice based in an economic rationality that is not conducive to the effective management of age in organizations

RMIT Research Repository

三代 謙仁

Creative Repository of Electro-Communications

修 士 論 文 の 和 文 要 旨  研究科・専攻 大学院情報システム学研究科 社会知能情報学専攻 博士前期課程 氏    名 三代 謙仁 学籍番号 0951021 論 文 題 目  携帯端末上での拡張現実を用いた植物推薦アプリケーション 「Green Thumb-Phone」の開発  要  旨 近年，食や環境への意識の高まりから野菜作りやインテリアグリーンに関心が集まっている．しかし，都市の限られた環境で緑を育てるのは容易ではなく，その環境に適した植物を選択するには専門的な知識が必要ということもあり, 不用意に繁茂させたり, 逆に枯らしてしまうケースも多い．また，インテリア/エクステリアとしては周辺環境との調和が気になるが，成長時の生い茂った姿を想像するのは素人には難しい．植物図鑑等で成長後の姿を見ながら周辺環境と照らし合わせるにしても, 実際に置いた場合と予想とでは差異が生じるであろう. このような問題を解決するために, 植物の専門家（園芸研究家やガーデニングプランナー）の手を借りることもある. しかし, いずれもまだあまり身近ではなく, 植裁業者も最近は都市部では珍しくなった.  また, 日常的に頼むには高額である. そこで本論文では，携帯電話のセンサーを用いて，植裁スペースの環境（日照，温度，気温等）に適した植物を推薦するエージェントシステムの開発について述べる．また, 本システムでは，推薦した植物の成長した姿を 3DCG で表示するという拡張現実手法を用いて, 周辺の景観とマッチするかどうかを視覚的に確認することもできる．これにより, 植物や園芸に関する特別な知識がなくとも, 環境に適しており, かつ周辺の景観との調和の取れた植物を選ぶことが可能となる.  また, 調布市内の生花店に協力を仰ぎ, 植物推薦アルゴリズムの精度評価実験を行った. その結果, 約 70 ％の精度で適した植物を推薦できることが確認できた.   