This information paper explores the need for age-neutral functional criteria in the human resources management system and the need for managers to review currently accepted employment policies. Population patterns, labor force profiles, and labor force projections are reviewed. The paper examines the effect of retirement policies and considers social security, pensions, and trends toward early retirement. Changing economic factors and the growing legal phenomenon of age discrimination are discussed. Some approaches for accommodating, developing, and utilizing older workers are explored. Selected case studies from the General Foods Corporation, Aer Lingus Airlines, and the Air Traffic Controllers' Second Career Program are used to illustrate how organizational change and training strategies can build on the strengths of experienced workers. The paper concludes with suggestions for developing responsive programs along with references and an annotated bibliography. (JAC)