According to the AARP Web site, the organization has recently launched a new resource for employers: AARP SmartBrief, an e-newsletter on issues related to business and the aging workforce.

Many U.S. companies face a potentially significant loss of experienced talent in key roles as baby boomers approach the traditional retirement age. In light of the projected shortages of younger workers, employers will need to turn to mature, experienced workers in order to gain and maintain a competitive edge.

The Business Case for Workers 50-plus, a 2005 study conducted for AARP by Towers Perrin, demonstrates why employers need to hang onto their valuable, experienced age 50-plus employees, and what it takes to make them want to stay on board.

Among the key findings:

• Replacing experienced workers can cost at least 50 percent of an individual’s annual salary in turnover-related expenses, and the cost is even higher in jobs requiring specialized skills.

• The benefits of maintaining a stable workforce and avoiding turnover costs can exceed the incremental compensation and benefit cost for older workers.

• Older workers are more motivated to exceed expectations on the job than their younger counterparts.

• Some companies may be able to escape the talent crunch entirely if today’s age 50-plus workers continue working longer than previous generations for both financial and personal reasons.

• Companies may find themselves competing for the services of older workers, and will need to offer the kind of rewards that 50-plus employees want and expect.

Published every other Thursday, AARP SmartBrief culls news stories from sources across the country on topics such as workforce trends, employer practices, legal developments and new research studies. Each edition also includes a section of AARP News with resources for employers and best practices for recruiting and retaining mature workers.

To sign up, go to the AARP Web site. The newsletter is free.