The role of employees of older age groups in the formation and development of the company's human capital: a theoretical aspect

In the conditions of a modern market economy and constant social transformations, the issues of formation and rational use of human capital are becoming particularly relevant. An important aspect is to consider the role of older workers with unique knowledge, experience and skills in improving the competitiveness of organizations. The article focuses on the importance of older employees in solving the problem of shortage of qualified personnel. Theoretical approaches to the analysis of the competitiveness of older workers, including classical, institutional and systemic approaches, are considered. An important place is occupied by the concept of decent work, which implies fair pay and working conditions, as well as equal opportunities for professional growth of older workers. The text emphasizes the importance of involving older workers in economic activities, their role in mentoring and transferring knowledge to the younger generation, which contributes to the development of the organization's human capital. The manifestations of gerontological ageism — age discrimination — in the labor market and in social and labor relations are discussed. In conclusion, it is emphasized that the preservation and development of the labor potential of older workers is not only a socially important task, but also a strategic resource for increasing the competitiveness of the company in the long term.