The speed of development of enterprises depends on their mobility to carry out processes at various levels of their operations. In the changing circumstances of running business for the organization of the 21st century, knowledge workers will be the most valuable asset, both in and outside of business. In connection with the above, an important asset for the indicated organizations is the intellectual value of human resources of the organization. It is obtained, inter alia, as part of their differentiation. The indicated diversity is clearly visible on the labor market, whose participants are representatives of several generations. The employee market drew the attention of the managerial staff to the high opportunities remaining within the group of employees at the retirement age. In these circumstances, it becomes important to implement appropriate measures that will support the preparation of the aforementioned group of employees for a conscious retention of professional activity also during the period of obtaining formal entitlements to the retirement benefit. Organizations participating in the above-mentioned processes become jointly responsible for their implementation