A global study sponsored by HSBC, “The Future of Retirement”
It is now in its fourth year and includes 21,000 people
respondents aged 40 to 79 years, in 21 countries and territories around the world; was the largest trial of its kind ever held.
Research point that in a number of economies, the proportions (especially among younger working) who have not thought about this are quite significant. This is what happens in Brazil (45%), Mexico (41%), Russia (32%), Singapore (30%) and Taiwan (30%), and this may be a reflection of the delay in cultural acceptance of retirement as a phase of life that should be planned.
For other countries, Brazil has the highest proportion (among the countries surveyed in the Americas) of people who fear illness / disability and dependency and, along with Mexico, has the highest proportion of people who fear they will not have sufficient funds to a comfortable retirement, so the financial issue is relevant point in the debate on post-work life, beyond the desire to continue active and producing after this period; making retirement is left to a later age.
Fortunately the other hand, many companies have resorted to more experienced human resources to solve many organizational dilemmas. This fact has been confirmed by recent research in Brazil, made by Hays Consulting, which states that to find skilled labor companies are turning looks for professionals who have left the market; this survey shows that 20% of companies said they hire retired professionals.
Half of these signings happen due to the need for professionals with experience in the area of expertise and experience on specific projects. Around the market is perceived mainly in technical positions: 72% of retirees recruit companies for this function; as well as management positions (33%), management (28%), advice (17%) and chair (6%).
Based on these trends, interact develops a work with the HR organizations in order to identify how this reality is shaped within companies in order to maximize results according to the organizational culture, either through new hires, decreased generational conflicts among other proposals.
Credits: Editora Abril / Você RH