Literati who have been teaching and now are retired got a second chance to be selected again in educational institutions.
The experience and knowledge may seem like an asset, the growing concerns about the impact the trend has on the younger workforce and the long-term sustainability of education institutions by hiring retired professionals.
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The article explores the pros and cons of rehiring retired professional HELs and why it’s time to rethink their role in the sector. HELs the increasingly turning to retired professionals to fill critical roles.
The Trend of Hiring Retired Professionals in Higher Education Institutions
Many retired professionals who have served at the top levels in their respective fields are being rehired by HEIs.
The retired professionals who continue to teach in various institutions after the age of 60 that is the age of retirement are more experienced than the new ones. They possess the depth of knowledge that is considered beneficial for the complex issues related to institutional experiences.
However, while these professionals may be productive for a few more years, their continued employment is raising concerns.
- Limited opportunities for younger professionals: By rehiring these experienced individuals, opportunities for younger, ambitious professionals who have dedicated their careers to advancing within the institution are being blocked.
- A barrier to career progression: New leaders in the sector are often left frustrated, as rehired individuals are given high-level roles, preventing younger employees from growing in their careers.
The Impact on the Younger Workforce
It will have a great impact on the young workforce impact can be increased in unemployment, and skills gaps because the retired professionals did not have access to the technological era during their learning time.
Rehiring of retired professionals leads to several challenges, reduced career opportunities, lower salaries, job insecurity, and leading to broader social and economic consequences. The fresh young workforce will have no opportunity to innovation that will affect the country and the individual’s life effectively.
Pakistan is the most populous country which is at sixth number globally, the HEL sector plays an important role in shaping the path for the population.
The Motivation Behind Rehiring Retired Professionals
So why do HEIs continue to rehire these professionals despite the evident drawbacks?
- Experience and Institutional Knowledge: Retired professionals bring with them years, if not decades, of experience, offering a wealth of knowledge about the institution and its workings.
- Trust and Comfort: Many institutions feel comfortable with the trusted relationships that retired professionals have established over their careers. They are seen as reliable, with a proven track record of success.
- Short-Term Solutions for Complex Problems: In a rapidly changing environment, HEIs often rely on experienced professionals to address complex challenges that require immediate attention.
The Drawbacks of Continued Reemployment
The rehiring of retired professionals will be beneficial but there are several reasons that may not be best in leadership:
- Lack of Innovation: Retired professionals may prefer the old practices, there would be fewer chances of embracing new technologies and approaches even when more modern methods are available to teach.
- Blocking New Opportunities: It can be a demotivation for young employees who want to take leadership roles.
- Decreased Institutional Growth: Rehiring the retired professional can be proven as the decreased insitutionl growht because they don’t have the long term vision to the future.
- Rigidity and Resistance to Change: The rehiring of retired professionals can impede progress and can create uncertainty among the young staff.
A Better Solution: Engaging Retired Professionals in Advisory Roles
HEIs could consider using them in more specialized and consultive position
Rather than hiring retired professionals into full-time operational roles, HEIs could consider using them in more specialized and consultative positions where their expertise is still beneficial but without blocking career opportunities for younger professionals.
Some potential roles for retired professionals include:
- Consultants: Engaging them in shaping policies and strategies or advising on major decisions, without being involved in day-to-day operations.
- Mentors: Offering mentoring to younger staff and students, helping them refine their skills and gain leadership insights.
- Project Leads: Leading delegations or negotiating collaborations between HEIs or commercial organizations, capitalizing on their expertise without them running internal affairs.
- Proposal Development: Leveraging their experience in developing proposals for government-funded projects or institutional initiatives, ensuring that their knowledge is used to drive progress.
The Need for Balanced Employment Practices
The should be a balanced hiring of retired and fresh professionals to ensure that the younger workforce is given an equal chance to take part in leadership roles. By providing the opportunity to the young workforce a sustainable and productive environment can emerge.
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