Age-related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Stephan A Boehm*, Heike Schröder, Matthijs Bal

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

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Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a center role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on “Age-related Human Resource Management Policies and Practices” by conducting an interdisciplinary literature review. We offer an organizing framework which spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an ageing and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.
Original languageEnglish
Pages (from-to)257–272
JournalWork Aging and Retirement
Issue number4
Publication statusPublished - 20 Oct 2021


  • age-related Human Resource Management
  • age management
  • age-inclusive HRM
  • age-specific HRM policies and practices


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