This booklet, which is intended for human resource managers, provides practical guidance regarding preparing for an aging work force. Chapter 1 concerns the relationship between business practices and age neutrality and offers checklists that human resource managers can use to assess their company's general policy development, training, recruitment, and job redesign. Chapter 2, which focuses on hiring midcareer and older workers, discusses the following topics: supply and demand and the shortage of needed skills; the characteristics of midcareer and older workers, potential barriers to hiring them, and recruiting methods; and marketing (Senior Employment Network, Senior Community Service Employment Programs, Work Force Investment Act, America's Job Bank, America's Talent Bank, Forty Plus, National Clearinghouse on State and Local Older Worker Programs). The following aspects of training midcareer and older workers are examined in chapter 3: (1) training (career burnout, plateauing, and obsolescence); (2) career management; and (3) determining training needs (identification, motivation, building self-confidence, setting goals and objectives, and adapting training techniques). Chapter 4 explains the following principles of motivating midcareer and older workers: (1) use needs as motivators; (2) link satisfying needs to behavior; (3) set specific, challenging, yet attainable goals; (4) provide means to achieve goals; (5) reward achievement; (6) maintain motivation; and (7) create alternative arrangements. (MN)