Age Stereotypes - BSB124

We shouldnt judge people through the prism of our own stereotypes.

Queen Rania of Jordan

5

Big Hero Five

Consultants

Combining our STRENGTHS for your business SOLUTIONS!

SOUNDWAVE

Average employee age of 25yrs

Currently only 7% employees over 40yrs

False conception that aged workers are obsolete

Majority of your consumers are baby Boomers

Big Hero 5 Consulting

Liam Challoner

Company Director

David Travis

Operations Manager

Francis Nguyen

-Human Resources Manager

Siobhan McCann

Company Director

Connor Holliday

- Chief Financial Officer

EMPLOYEE SKILLS

Francis Nguyen

Human Resources Manager- Training

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Age of Workforce

Under 2525- 40Over 400.700000000000000180.237.0000000000000021E-2

Advantages of Young Employee Stereotypes

Cheaper wages

More knowledgeable with modern technology

Wider perspectives

You cant teach an old dog new tricks

Disadvantages of Young Employee Stereotypes

Lack of professional and life experiences

Lack vision and leadership abilities

Tend to be more narcissistic

What we found:

Sales have been dropping (Connor)

Customer service survey:

BadNeutralGood0.73000000000000020.140000000000000010.13

Why?

Majority of workforce under 25 years old

Core issue: Stereotypes do not define all young employees

Issue 1: Young Employees are more Tech Savvy

More knowledgeable and skilful with modern technology

May not be able to express knowledge

Sales ability is quite poor within the work force

Issue 2: Customer base

Majority of product range is bought by older customers

TVs, sound systems, kitchen

and home appliances

Young vs. Old employee

salesman

Under 2525- 50Over 500.190.680.13

Issue 3: Retaining Employees

Popularly believed that younger employees stick to one job for longer

Older employees stay remain longer at Sound Wave

Older employees are more likely to remain in a single job or over 4 years (Yates, Hiring the Best)

Younger employees spend 2 years on average in a single job

Longer retention of employees, the more skilful they will be a less recruitment costs

Hire us!Big Hero 5 Consulting

Introduce a new recruitment process (Siobhan)

Introducing a new training program

Persuasive language

Upselling products: Would you like fries with that

FINANCIAL FIGURES

Connor Holliday

Chief Financial Office

Soundwaves Current Employee Position

Under 2525- 40Over 400.700000000000000180.237.0000000000000021E-2

Effect

Age stereotyping is resulting with Soundwave having a slower expansion than other companies in the industry such as Dick Smith

Age stereotyping cost Soundwave an approximate value of $3.5 million in sales last year

This is a result of the lack of skill diversity that Francis talked about

Soundwave

Declining Sales

How can Big Hero 5 Consulting help?

It is our Guarantee to raise Soundwaves profit margin to $27 million by 2017

An increase of $7.4 million dollars over the next 2 years

Making Soundwave a more competitive company in the industry

Give a brief overview of the presentation. Describe the major focus of the presentation and why it is important.

Introduce each of the major topics.

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Industry Competition

In its annual report for last year, Dick Smith Electronics reported a $42.1 million net profit after tax ($22.5 million more than Soundwave)

Dick Smith currently employees the same amount of employees as Soundwave, however, their sales team is much less age biased

THE BIG HERO 5 EFFECT

We at Big Hero 5 Consulting believe that with

Strategic Learning

Strategic Development

Soundwave will be

More Industry Competitive

Increase Annual sales to eclipse Dick Smith

Recruitment Process

Siobhan McCann

Human Resources Manager-Recruitment

Recruitment ProcessStep One:

Create a job description that adequately describes the position vacant

Ensure all applicants feel welcome to apply

Step Two:

Modify your current online application form

Include note that notifies applicants that any information about age, gender and ethnicity is only collects for government purposes

Recruitment board not given applicants age

Assistance with online application offered if required

SOUNDWAVES CURRENT ONLINE APPLICATION FORM

Step Three:

Appoint a board in charge of the recruitment process

Diverse board for diverse range of opinions

No prejudice behind employment decisions

Not just one person making the decisions

Recruitment ProcessAdditional steps

Recruitment training for responsible Board Members

Facilitate decisions that are not based on age stereotypes

Aim to create Open Minded interviews

Conclusion

David Travis

Operational Manager

This template can be used as a starter file for presenting training materials in a group setting.

Sections

Sections can help to organize your slides or facilitate collaboration between multiple authors. On the Home tab under Slides, click Section, and then click Add Section.

Notes

Use the Notes pane for delivery notes or to provide additional details for the audience. You can see these notes in Presenter View during your presentation.

Keep in mind the font size (important for accessibility, visibility, videotaping, and online production)

Coordinated colors

Pay particular attention to the graphs, charts, and text boxes.

Consider that attendees will print in black and white or grayscale. Run a test print to make sure your colors work when printed in pure black and white and grayscale.

Graphics, tables, and graphs

Keep it simple: If possible, use consistent, non-distracting styles and colors.

Label all graphs and tables.

31

5

Big Hero Five

Consultants

Combining our STRENGTHS for your business SOLUTIONS!

Soundwave current issues

This is another option for an overview slide.

1

2

Inability to attract skilled older sales staff

3

Decrease in sales, loss revenue

Young unskilled workforce

Unskilled workforce

Current situation

Sales technique

Attract older Sales staff

Team environment

Older - experienced

Decrease in Sales

Australian Companies no longer

Baby Boomer Market

Time Spent

Projects Worked On

Skilled

workforce

Increase SALES / PROFIT

Working Toward Increased Profit

Attract skilled older staff

Microsoft Engineering Excellence

Microsoft Confidential

38

Contract

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Resources

ABShttp://www.google.com/url?q=http%3A%2F%2Fwww.abs.gov.au%2FAUSSTATS%2Fabs%40.nsf%2FLookup%2F4102.0Main%2BFeatures10March%25202009&sa=D&sntz=1&usg=AFQjCNGZjrZGnJzjk_oftqdAxLLw8sR7rw

Dick Smithhttp://www.google.com/url?q=http%3A%2F%2Fdicksmithholdings.com.au%2Fwp-content%2Fuploads%2F2014%2F09%2FDKS0006_AnnualReport.pdf&sa=D&sntz=1&usg=AFQjCNGOM1udBc4w4u_5o48KjLrnph5G5A

Age biasishttp://www.google.com/url?q=http%3A%2F%2Fwww.informationweek.com%2Fapple-and-microsoft-users-differ-on-age-and-bias%2Fd%2Fd-id%2F1052703&sa=D&sntz=1&usg=AFQjCNEjtUghQ8bztEYCTPc2Kasar7J1NQ

Kasia Karpinska Kene Henkens Joop Schippers, (2013), Hiring retriess : impact of age norms and stereotypes, Journal of Managerial Psychology, Vol. 28 Iss 7/8 pp. 886-906

Yates, Martin, (2015), Hiring The Best: A Managers Guide to Effective Interviewing and Recruitment, Adams Media



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Resources

McCrindle Research, Aaustralia in 2020: A snapshot of the future.

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Date post:	05-Sep-2015
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Age Stereotypes - BSB124

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