How to write age structure analysis?

The company was officially transformed from a state-owned enterprise into a private enterprise. In order to reverse the current situation of overstaffing and low market competitiveness of the original enterprise, the company has been holding the view of reducing staff and increasing efficiency for many years after completing the restructuring procedure, and basically rarely recruits new people except for some short-term jobs.

With the continuous retirement of old employees, few new employees enter the market. So far, the age structure of the company's employees is like this: all employees are in their forties and fifties, few in their thirties, and even less in their twenties.

There is nothing wrong with the company's approach. After so many years of operation, there are almost no idle people in the company's existing positions: on the one hand, employees in all positions make the best use of them; On the other hand, the synergistic effect is obvious, the benefit is steadily improved, and the labor cost is effectively reduced in proportion.

However, with the increase of years, the negative effect of this practice is that the age structure of employees in the company is aging, and its disadvantages are gradually emerging.

At present, due to the lack of young employees, the overall interpersonal atmosphere of the company is calm and full of vitality. The eyes are full of middle-aged and elderly people, and their mentality affects each other. It is easy to have the idea of retiring immediately when you are old, and a slack mentality will also arise.

Not to mention the lack of young people in production positions, count the group activities, tours and egg licking held by the company before. Among the people involved, it is difficult to see young people, and people with gray hair are everywhere. Every time I browse the company's website and see the employees involved in various activities, I think: this enterprise is really old.

Secondly, because there are no new people, many positions in the company are facing the situation of no successor. With the retirement of old employees, some positions are seriously short of manpower. Even if you want to transfer people from other positions in the company, it is difficult to do so, and leaders often feel that no one can be used; Finally, in an enterprise lacking young employees, it is difficult to absorb new ideas and new thinking, which will affect the company's industrial development.

Suggestion: For the sustainable development of the company, in the employment system, in addition to some low-tech industries planning to outsource services, the company should consider recruiting some young employees from leading industries and emerging industries with reasonable salaries.

With the development of these leading and emerging industries, young employees will gradually become the backbone of the enterprise in the future, so that the industry can continue to develop healthily and the overall operation of the company will not fall into a situation of no successor.

As the saying goes, people are tired of reading, and so are company employees. The company can't wait until a certain industry or position can't find a person who can top the beam, but should lay out and train in advance to form a reasonable and sustainable employment system.