When an enterprise optimizes its team structure, it should take legal compliance, humanistic care and long-term organizational development as prerequisites, rather than simply using age as a criterion for judging. The following provides a more comprehensive and sustainable implementation framework： **1. Legal and ethical foundations** 1. Strictly abide by the "Labor Law", "Employment Promotion Law" and other relevant regulations, and prohibit age discrimination 2. Consult a professional labor lawyer to ensure that all decision-making processes are legal and in compliance 3. Establish age diversity values and incorporate experience inheritance into corporate talent strategies **2. Scientific talent evaluation system** 1. Establish a multi-dimensional competency model： -Quantitative indicators of work efficiency (need to be compared horizontally with young employees in the same position) -Knowledge renewal ability (such as technical certification retention rate) -Teamwork contribution (360-degree evaluation) -mentorship value output 2. Implement the nine-palace classification of talents： Take performance potential and digital adaptability as core dimensions, not physical age **3. Structural optimization plan** 1. Flexible exit mechanism (for evaluation results)： -Transition to expert consultant system -Knowledge extraction project (systematic transfer of experience 2-3 years before retirement) -Flexible work system transformation positions 2. Systematic capacity reengineering： -Establishment of digital transformation scholarships - Customized courses in cooperation with online education platforms -Implement a reverse mentoring system (tutoring digital skills for young employees) **4. Supporting measures for improving organizational effectiveness** 1. Workflow reengineering： -Reduce the proportion of repetitive labor through tools such as RPA -Establish cross-age project teams to promote complementary advantages 2. Salary structure optimization： Convert part of the seniority salary into a skills allowance 3. Mental health support： Introduce EAP project for career Transformation counseling **5. Risk control** 1. Establish a channel for objection and complaint 2. Keep complete evaluation records (at least 5 years) 3. Communicate with the trade union/workers' congress in advance **Best practice case reference** The "Silver Talent Plan" of a multinational technology company： -Employees over the age of 55 can apply for transformation into： a) New employee mentor b) Customer success consultant c) Corporate culture Ambassador After the implementation, the turnover rate of key positions decreased by 40%, and the training cycle of newcomers was shortened by 25%. Companies should recognize that experienced employees often have irreplaceable industry insight and crisis handling capabilities. True organizational optimization should focus on building a complementary team ecosystem and unlocking the value potential of employees of all ages through system design, which can bring more lasting competitiveness improvement than simple personnel replacement.