Purpose – This paper seeks to consider employees' perceptions of engagement from their lived experiences of UK employees following the global credit crisis, post 2008. It draws from the prior studies of Hassard et al. (2009), which researched work practices in the period preceding the study. Design/methodology/approach – The research utilised focus group discussion, which was analysed by template analysis from an interpretive perspective and adopts narratives to facilitate a critical interpretive paradigm. Findings – There is clear evidence of theories surrounding the positive value of employee engagement, however the findings do not demonstrate that it is necessarily valued by UK management by their responses towards the work environment given post 2008 trading conditions. Research limitations/implications – The limitation of the study lies with the size of the sample participating. While this reflects the need for further future research to be undertaken, the study also recognises that the findings are determined by the perceptions of employees which may not reflect the intentions of the management within the organisations which they work. Originality/value – There is a dearth of empirical study into the post 2008 period. This research attempts to ground theories of engagement within the post global credit crunch timeframe.

The participation rate of older people in the labour market is forecast to increase due to demographic changes afoot. For example, low fertility rates, higher life expectancy, and increases in the retirement age will affect labour availability. The working-age population trends indicate that the age group 55–64 years will expand. This trend is bolstered by policy debate about the sustainability of economic and social support systems for the wider population and necessary strategies to keep older workers in labour markets. Within the UK, as the statutory pension age is placed now at 67, changes affecting the national default retirement age (previously age 60 for women and 65 for men) already mean that many older workers will feature in workplaces past historical expectations. A lack of sensitivity about the adjustments older workers needed, due to age-related changes in health and functional capacities, attests the demoted valuing of ageing workers. Despite a rise in the importance of wisdom across cultures, the significance of experience that comes with ageing, however, has become less revered within the UK resulting in less than the institutional promotion of Positive Ageing might depict. This paper draws from a structured review of literature (SLR) which seeks to address the question of what is currently identified as ‘Positive Ageing’ to consider what contributions can be found in current literature that may represent these changes in the UK. The paper concludes that demographic change has stimulated significant re-thinking of workplace strategies for the maintenance of health and well-being of ageing workers at national or governmental policy levels. To ensure sustainability, workability, and productivity in work, however, the concept of Positive Ageing towards later life might be furthered despite that, at the organizational level, its enactment remains incomplete currently post retirement age.

Purpose -The paper aims to report initial empirical research that examines UK employees' perceptions of the changing nature of work since the Global Financial Crisis (GFC) to consider how the financial context may have constrained HRD practice and more sustainable approaches. Design/methodology/approach -Focus group research was facilitated through collective group discussion. Through template analysis of the findings, thematic analysis was undertaken to extend prior research. Themes used by Hassard et al. (2009) in terms of the changing nature of the workplace between 2000 and 2008, were used to provide new data on HRD realities. Findings -Participants reported diminishing personal control over changes within the workplace and a cultural shift towards a harsher work climate. HRD was considered as silenced or absent and associated solely with low cost-based e-learning rather than acting in strategic role supporting sustainable business objectives. Research limitations/implications -Whilst providing only indications from employee perceptions, the research identifies a weakened HRD function. The key contribution of this paper lies with empirical evidence of post-GFC constraints placed upon HRD strategies. It further identifies whether alternative development approaches, mediated by organisational learning capabilities, might emancipate UK HRD. Social implications -This paper engenders a debate around the status of HRD within the UK organisations, further to the global financial crisis (GFC), where HRD might be viewed as at a juncture to argue a need for a shift from a financialised mode for people management towards one of greater people focus. Originality/value -This research provides initial findings of the impact of the economic climate. It considers new approaches which might resolve expiring HRD through more sustainable practices.

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