Relevant bibliographies by topics / Age management and workforce

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Age management and workforce'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Age management and workforce"

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Rahat, Rahat, Olayemi Abdullateef Aliyu, and Chux Gervase Iwu. "Business students’ perceptions of an aging workforce, higher retirement age and youth unemployment." Problems and Perspectives in Management 17, no. 4 (2019): 430–40. http://dx.doi.org/10.21511/ppm.17(4).2019.35.

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The relationship between an aging workforce, higher retirement age, and youth unemployment has already been established in the available literature. However, the empirical research on the impact of an aging workforce, and higher retirement age on youth unemployment is limited, has conflicting results, has occurred mostly overseas, and has not considered the perceptions of young people who are about to enter the workforce. Hence, this paper aims to investigate the perceptions of the youth on the relationship between the aging workforce, higher retirement age, immigration policies, and youth une
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Newton, Becci. "Training an age‐diverse workforce." Industrial and Commercial Training 38, no. 2 (2006): 93–97. http://dx.doi.org/10.1108/00197850610653162.

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Kumar, Arun, and Priyadarshani Singh. "Workforce Management Practices: Evolution through Ages." International Journal of Human Resource Studies 3, no. 4 (2013): 245. http://dx.doi.org/10.5296/ijhrs.v3i4.4786.

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AbstractManagement of today is relatively at liberty to concentrate on higher business issues, as the information age has bestowed them with advanced solutions of workforce management. This age is capitalizing on automated and integrated workforce management and optimization solutions. Not only has it eased the workforce management process but has also transformed the workforce management practices. It has transformed all the aspects of managing the complete workforce lifecycle. Workforce management has travelled a long journey.The enigmas of workforce management can be unfold by exploring the
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Korff, Jörg, Torsten Biemann, Sven Voelpel, Eric Kearney, and Christian Stamov Roßnagel. "HR Management for an Aging Workforce." Zeitschrift für Personalpsychologie 8, no. 4 (2009): 201–13. http://dx.doi.org/10.1026/1617-6391.8.4.201.

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Abstract. Strategic human resource management (SHRM) research has provided evidence for a positive association between HR practices and organizational performance. However, theory-building has not considered developmental dynamics across the working life and its implications for the association between HR practices and organizational outcomes. We call for an extension of current SHRM approaches and suggest adopting a life-span psychology perspective on age-related changes of cognitive capabilities, personality, and affect. Integrating the constructs of job satisfaction, organizational commitme
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Grund, Christian, and Niels Westergaard‐Nielsen. "Age structure of the workforce and firm performance." International Journal of Manpower 29, no. 5 (2008): 410–22. http://dx.doi.org/10.1108/01437720810888553.

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F. Mahon, John, and Carla C.J.M. Millar. "ManAGEment: the challenges of global age diversity for corporations and governments." Journal of Organizational Change Management 27, no. 4 (2014): 553–68. http://dx.doi.org/10.1108/jocm-05-2014-0100.

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Purpose – The purpose of this paper is to investigate the challenges, worldwide of managing an aging workforce. The paper offers suggestions for public policy and for individual organizational approaches to developing, managing and motivating an aging workforce. Design/methodology/approach – The paper reviews in depth international literature, public policies and corporate policies that deal with an aging workforce. Findings – In virtually every nation in the world, society is aging and the costs to society – on multiple dimensions demand organizational action and changes in public policy. For
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Juicharoen, Nhatphaphat, and Suradetch Wangthong. "The Aging Workforce Management in Business Sectors." Quest Journal of Management and Social Sciences 3, no. 1 (2021): 40–48. http://dx.doi.org/10.3126/qjmss.v3i1.37589.

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Background: Aging society affects good planning in workforce management for sustainable business running. Workforce management is not only the duty of human resources but also promotes the strategy for effective management.
 Objectives: The objective of this study is to analyze the aging workforce management in business sectors.
 Method: The research reviews relevant literature and, based on the evidence of theories about age-diverse management, creates a framework related to antecedent factors and the following factors. The testing applied the CBSEM model with a sample group of 300
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Seliverstova, Yana. "Workforce diversity management: A systematic literature review." Strategic Management 26, no. 2 (2021): 3–11. http://dx.doi.org/10.5937/straman2102003s.

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The primary task of the paper is to propose a definition of the existing theoretical contributions to the term of workforce diversity management (WDM) in order to systematize present knowledge, clearly understand the definition of WDM in organizations and identify the gaps for future research. In this theoretical study, the Scopus database was used for sampling. 19 studies published since 2015 were identified, and then the selected papers were analysed according to key research definitions. Recently, the idea of diversity management (DM) acquires a new meaning; swiftly expanding its field and
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Sokas, Rosemary K., Xiuwen Sue Dong, and Chris Trahan Cain. "Building a Sustainable Construction Workforce." International Journal of Environmental Research and Public Health 16, no. 21 (2019): 4202. http://dx.doi.org/10.3390/ijerph16214202.

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The average U.S. construction worker is aged 42.6 years, and will not be eligible for full Social Security retirement benefits until age 67. Delayed retirement is largely driven by economic need, but construction workers face considerable challenges in remaining on the job. This study explores trade-specific age trends within the construction industry, and the experiences of building trade unions with aging membership. A mixed-methods approach used trade-specific age statistics from the Current Population Survey and key informant interviews with labor leaders, in order to identify union experi
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Vasconcelos, Anselmo Ferreira. "Organizations workforce demographic age preferences: multiple case-studies from Brazil." Journal of Management Development 35, no. 3 (2016): 406–27. http://dx.doi.org/10.1108/jmd-08-2015-0111.

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Purpose – The purpose of this paper is to identify whether there is some common pattern between organizations that give primacy either to younger workforce or to older one. Design/methodology/approach – It depicts the empirical evidence of eight case studies and some theoretical contributions thereof. All case units are considered outstanding employers in Brazil business scenario, given the magnitude of their human resource (HR) feats and society acknowledgements. Taken together, they are eight representative cases derived from Época magazine and Great Place to Work® Institute 2013 list. Findi
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Dissertations / Theses on the topic "Age management and workforce"

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Lasten, Yamil W. "Strategies for managing an age-diverse workforce in Curacao." Thesis, Walden University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10244700.

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<p>Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curacao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes
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Lasten, Yamil Walid. "Strategies for Managing an Age-Diverse Workforce in Curaçao." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3043.

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Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curaçao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes th
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Schröder, Heike Simone, Michael Müller-Camen, and Mathew Flynn. "The management of an ageing workforce: organisational policies in Germany and Britain." Wiley, 2014. http://dx.doi.org/10.1111/1748-8583.12043.

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Demographic change as well as pressure from the European Union and national government are forcing organisations to change age-discriminatory Human Resource Management (HRM) approaches. Based on a qualitative analysis of eight British and German organisations, we found that commitment, scope, coverage and implementation of age management differ due to country-specific institutions, particularly government, in nudging employers and unions to preferred age practices. This confirms the path-dependency concept suggested by institutional theory. Nevertheless, we also found that industry-specific fa
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Krutrök, Malin. "Hur förlänger vi arbetslivet? : En kvalitativ studie om äldre arbetskraft inom Luleå kommuns gymnasieskolor." Thesis, Umeå universitet, Pedagogiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-128537.

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Luleå kommun står inför en stor generationsväxling kommande år, där efterfrågan på arbetskraft kommer vara större än utbudet. En allt äldre befolkning gör att de som arbetar måste försörja fler. Om äldre arbetskraft arbetar längre skulle det ge stora effekter på den framtida sysselsättningen och försörjningsbördan. Studiens syfte har därför varit att undersöka pensionspreferenserna hos äldre gymnasielärare inom Luleå kommun och identifiera de olika bakgrundsfaktorer som påverkar deras önskemål gällande ålder för ålderspensionering. Målsättningen med studien har varit att skapa en förståelse kr
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Berndtson, Caroline, Louise Kjellin, and Anna Melin. "Age Management -Nyckeln till ett längrearbetsliv? : En studie om ett hållbart arbetsliv och potentiellaeffekter till följd av en höjd pensionsålder." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151032.

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Bakgrund: Människor lever idag allt längre. Jämfört med medellivslängden i Sverige som varit ständigt tilltagande över tid har pensionsåldern hållit sig relativt konstant vilket innebär att en pension som tjänats ihop under samma arbetslivslängd nu måste räcka till försörjning av fler levnadsår. Därav blir införandet av en höjd pensionsålder aktuellt för att behålla välståndet i Sverige. Enligt Statens offentliga utredningar (2012:28) finns god grund för antagandet att arbetstagare kommer kunna stanna kvar längre i arbetslivet. Emellertid menar Arbetsmiljöverket (2016) att vissa fysiskt krävan
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Milligan, Rodney S. "Conflict and Diversity Associated with Four Generations in the Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2222.

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Four generations of workers share the workforce for the first time in history. Business leaders' failure to address generational conflict may lead to low productivity, high turnover rates, employee frustration, and reduced profits. The purpose of this phenomenological study was to explore the experiences of business leaders, managers, and supervisors in leading a multigenerational workforce within their companies. The conceptual framework was based on McClelland's theory, identifying key motivators that drive characteristics of people, including affiliation. A purposive sample of 20 local empl
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Korff, Jörg Verfasser], Sven [Akademischer Betreuer] [Voelpel, Roßnagel Christian [Akademischer Betreuer] Stamov, Torsten [Akademischer Betreuer] Biermann, and Jürgen [Akademischer Betreuer] Deller. "Human Resource Management Systems and Workforce Age - The Macro Leverage of Micro Phenomena / Jörg Korff. Betreuer: Sven Voelpel. Gutachter: Sven Voelpel ; Christian Stamov Roßnagel ; Torsten Biermann ; Jürgen Deller." Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2011. http://d-nb.info/1087305268/34.

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Schreiber, Sven [Verfasser], and Christiane [Akademischer Betreuer] Schwieren. "Leadership and aging workforces: Effects of leader's relative Age on team's and leader's effectiveness / Sven Schreiber ; Betreuer: Christiane Schwieren." Heidelberg : Universitätsbibliothek Heidelberg, 2015. http://d-nb.info/1180608593/34.

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Arvidsson, Emma-Maria. "Energizing the aging workforce effective leadership of an age heterogeneous workforce /." St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01648328002/$FILE/01648328002.pdf.

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Giliberti, Lorenzo. "Workforce Optimization for a Facility Management Company." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018.

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This master thesis deals with an internship experience held in DecisionBrain, a software company based in Paris. During the 6-months experience, the candidate has been involved in the project team managing a dedicated software system, specifically tailored on a Facility Management company requirement. The tool, later called WFO, aims to supply a strategic planning support to analyze workforce requirement in a site, hence it helps to better manage facility services provision. The thesis is divided in three parts. The first chapter aims to provide a complete picture on the recently recognized Fa
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Books on the topic "Age management and workforce"

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Robinson, Pauline K. Management policy on aging in the workforce. Employment and Retirement Division, Ethel Percy Andrus Gerontology Center, 1985.

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Managing an age diverse workforce. Palgrave Macmillan, 2011.

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Wassink, Nicole. Your workforce is ageing---are you ready? Conference Board of Canada, 2001.

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Wassink, Nicole. Your workforce is ageing ... are you ready?: Situational analysis. Conference Board of Canada, 2001.

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Directors, Institute of. Extending working lives: How businesses can benefit from the skills of an ageing workforce. Institute of Directors, 2009.

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Weinstein, Deborah. Putting experience to work: A guide to navigating legal and management issues relating to a mature workforce. The Conference Board, 2007.

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Weinstein, Deborah. Putting experience to work: A guide to navigating legal and management issues relating to a mature workforce. The Conference Board, 2007.

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Weinstein, Deborah. Putting experience to work: A guide to navigating legal and management issues relating to a mature workforce. The Conference Board, 2007.

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Young, Mary B. Gray skies, silver linings: How companies are forecasting, managing, and recruiting a mature workforce. Conference Board, 2007.

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Managing the new workforce: International perspectives on the millennial generation. Edward Elgar, 2012.

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Book chapters on the topic "Age management and workforce"

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Parry, Emma, and Peter Urwin. "The Impact of Generational Diversity on People Management." In Managing an Age-Diverse Workforce. Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299115_7.

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Riach, Kat. "Situating Age (In)equality within the Paradigm and Practices of Diversity Management." In Managing an Age-Diverse Workforce. Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299115_4.

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Pozdnyakova, Oksana, and Anatoly Pozdnyakov. "Ensuring the Academic Workforce Age Balance as a Personnel Management Tool." In Lecture Notes in Networks and Systems. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74454-4_63.

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Gupta, Ritu, Shruthi J. Mayur, and Swati Hans. "Active Aging: Engaging the Aged." In Management Practices for Engaging a Diverse Workforce. Apple Academic Press, 2020. http://dx.doi.org/10.1201/9780367808419-2.

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Gupta, Ritu, Shruthi J. Mayur, and Swati Hans. "Active Aging: Engaging the Aged." In Management Practices for Engaging a Diverse Workforce. Apple Academic Press, 2020. http://dx.doi.org/10.4324/9780367808419-2.

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Froidevaux, Ariane, Valeria Alterman, and Mo Wang. "Leveraging Aging Workforce and Age Diversity to Achieve Organizational Goals: A Human Resource Management Perspective." In Current and Emerging Trends in Aging and Work. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-24135-3_3.

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O’Connor, Jerh, Ronan Dalton, and Don Naro. "Lotus Workforce Management-." In Electronic Services. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-967-5.ch073.

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Human Resources departments are often burdened with administrative tasks performed on behalf of employees who lack the tools necessary to complete these tasks themselves. A software approach known as self-service aims to streamline HR processes by providi
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Caudill, Jason G., and Barry Reeves. "Strategic Management of Workplace E-Learning." In Remote Workforce Training. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5137-1.ch002.

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Continuing education has become a necessary component of the modern knowledge worker and, by extension, of the modern firm. Increasingly, cost effectiveness points firms to using e-learning solutions in the workplace over older, more traditional methods. This chapter explores the strategic positioning of e-learning in the workplace, the instructional design process, and different types of training that are necessary in the workplace.
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Waghmare, Rahul Baburao. "Workforce Diversity to Foster an Innovation." In Advances in Human Resources Management and Organizational Development. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3515-8.ch006.

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In global scenario it is necessity for all the organizations to employ diversified workforces. Workforce diversity helps the organization in improving productivity and innovative performance. The workforce diversity and inclusion strategies are directly linked to innovative business; they encourage employees to have different perspectives and ideas which drive innovation. To deal with global challenges through innovative performance, organizations have robust programs and policies to recruit and retain diversified workforces. Through this chapter, the author addresses how workforce diversity is fostering innovation in contemporary organizations.
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McKee-Ryan, Frances M. "Coming of Age in a Global Pandemic: HRM Perspectives on Generation Z’s Workforce Entry." In Research in Personnel and Human Resources Management. Emerald Publishing Limited, 2021. http://dx.doi.org/10.1108/s0742-730120210000039004.

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Conference papers on the topic "Age management and workforce"

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K. Tunwall, Tracy, and Michael L. Stutzman. "Sustainability of the Workforce Human Resource Influence." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2011. http://dx.doi.org/10.5176/2251-2349_hrmpd12.

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Hamedifar, Hamed, and Herve Wilczynski. "Planning for Unknown in The New Age of Digital: A Paradigm for Offshore Oil and Gas Risk Assessment and Management." In Offshore Technology Conference. OTC, 2021. http://dx.doi.org/10.4043/31057-ms.

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Abstract Major Oil and Gas operators and service companies look to undertake large scale digital transformations aimed at producing integrated, connected, and intelligent enterprises. These transformations require accelerating the journey to the cloud to modernize the entire application portfolio. By transitioning to the cloud, firms enjoy improved data analytics which allow for evolution to next generation digital work environment. This shift, however, comes with workforce challenges. Employees in all categories and at most levels will require significant cross- and up-skilling to take full a
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Greenwood, Sarah, and Helen Higgs. "Developing Satisfied and Talented Consultants." In The 11th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2007. http://dx.doi.org/10.1115/icem2007-7347.

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It has been well documented that the ageing, male dominated profile of the workforce in the UK nuclear industry will not support the forecasted nuclear renaissance. Based upon the aspects of age, gender and level of education, there is an existing shortfall in available knowledgeable resource to undertake and manage the extensive new build, operational and decommissioning programmes. The 2005 Nuclear Employers Survey advised the industry to recruit and train more: • young and qualified people. • experienced and qualified people from outside the industry. The future for the UK nuclear industry
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MAČIULYTĖ-ŠNIUKIENĖ, Alma, Kristina MATUZEVIČIŪTĖ, and Dovilė RUPLIENĖ. "EVALUATING THE IMPACT OF AGEING POPULATION ON LABOUR MARKET." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.005.

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Purpose – ageing population causes a number of economic and social problems related to changes in the labour market. This study aims to evaluate the effect of the ageing population on the labour force which is the main indicator of the labour market in EU member states. Research methodology – in order to achieve the aim of the study we applied the following methods: i) trend analysis to estimate and present population and changes of labour force over period, and ii) decomposition method to examine the effects of population and labour force structure in terms of age changes on size of labour fo
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Richardson, Ian E. "The Complex Challenge of Repairing the Gantry Steelwork on the First Generation Magnox Storage Pond at Sellafield: Legacy Waste Storage, First Generation Magnox Storage Pond." In ASME 2011 14th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2011. http://dx.doi.org/10.1115/icem2011-59133.

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This paper puts into context the challenges that were faced when repairing the Gantry Steelwork of the First Generation Magnox Storage Pond (FGMSP). The First Generation Magnox Fuel Storage Pond (FGMSP) provided fuel storage and decanning capability from the early 1960’s until 1986. A significant programme of work has been underway since the completion of operational activities to support the programmes strategic intent of retrieving and storing all legacy wastes, and remediating the structure of the plant to support decommissioning activities. A key enabler to the retrievals programme is the
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Sika, Peter. "POTENTIAL FOR THE DEVELOPMENT OF THE SILVER ECONOMY UNDER THE CONDITIONS OF THE SLOVAK REPUBLIC." In 4th International Scientific Conference – EMAN 2020 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/eman.2020.81.

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The economic behaviour, needs and preferences of people vary in the individual phases of their lives. The silver economy market is made up of consumers, employees or employers aged 50+. The share of this population is an important target group for entrepreneurs, brings a wide range of new products and services to businesses and has a significant role for the national economy as there is a change in the understanding of the ageing process from a threat towards economic opportunities. Although the ageing workforce and seniors in the Slovak Republic do not represent a strong demand for market goo
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Lesaint, D. "Dynamic workforce management." In IEE Colloquium on AI for Network Management Systems. IEE, 1997. http://dx.doi.org/10.1049/ic:19970535.

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Horváth, Csaba, László Koltai, and Klaudia Maňúrová. "Prospects for the future of commercial printing." In 10th International Symposium on Graphic Engineering and Design. University of Novi Sad, Faculty of technical sciences, Department of graphic engineering and design,, 2020. http://dx.doi.org/10.24867/grid-2020-p46.

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The rate of change for the commercial printing industry with regard to technology, business models and customer demand is growing, and the landscape of the industry already looks vastly different from a few short decades ago. Across the commercial print sector today, there are many different types of companies – some very successful, with a young, skilled, enthusiastic workforce who have no trouble innovating and recruiting. However, as in any rapidly developing sector, other companies are trailing behind. Demographic changes are entering the market (Generation Z), as well as the upper levels
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Scott, R. L., and E. K. Schmidt. "Supply chain management: Workforce education." In 2013 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2013. http://dx.doi.org/10.1109/ieem.2013.6962543.

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Yanhong Li. "Workforce agility metric in EIS." In 2012 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2012. http://dx.doi.org/10.1109/iciii.2012.6339868.

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Reports on the topic "Age management and workforce"

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O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, et al. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, 2020. http://dx.doi.org/10.31979/mti.2020.1921.

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COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landsc
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Bender, Stefan, Nicholas Bloom, David Card, John Van Reenen, and Stefanie Wolter. Management Practices, Workforce Selection and Productivity. National Bureau of Economic Research, 2016. http://dx.doi.org/10.3386/w22101.

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Sipe, Deborah. Communication Issues in the Management of a Multicultural Workforce. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6529.

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Frosch, Katharina. Do only new brooms sweep clean? A review on workforce age and innovation. Max Planck Institute for Demographic Research, 2009. http://dx.doi.org/10.4054/mpidr-wp-2009-005.

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Kravchenko, Artyom. Workforce Training and Management Challenges in the Contemporary Smart Manufacturing (SM). Intellectual Archive, 2019. http://dx.doi.org/10.32370/iaj.2088.

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Fountain, Darrell D. Knowledge Management in an Information Age Army. Defense Technical Information Center, 2007. http://dx.doi.org/10.21236/ada469106.

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Nelson, Brittne. 2017 Findings from the AARP California Survey of Adults Age 36-70 in the Workforce: Annotated Questionnaire. AARP Research, 2017. http://dx.doi.org/10.26419/res.00163.002.

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Frketic, John D., David C. Harrison, Terrill K. Moffett, and Thomas C. Skillman. Proliferation Management in the Third Nuclear Age: A Strategy and Rules of Engagement. Defense Technical Information Center, 1996. http://dx.doi.org/10.21236/ada310821.

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Habib, Najibullah, Stefan Rau, Susann Roth, Filipe Silva, and Janis Shandro. Healthy and Age-friendly Cities in the People’s Republic of China: Proposal for Health Impact Assessment and Healthy and Age-friendly City Action and Management Planning. Asian Development Bank, 2021. http://dx.doi.org/10.22617/tcs210185-3.

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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, 2021. http://dx.doi.org/10.5204/rep.eprints.211133.

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Abstract:
Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 p
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