This paper demonstrates the necessity of carrying out the transfer of abilities from one generation of worker to another due to the impact of aging in the workplace. This research is conducted in relation to the contexts of: Exploring the definitions of middle-aged/senior workers in government enterprises; understanding the impact of aging manpower on government enterprises; and examining the methods and benefits of carrying out competence transfer in government enterprises. The four conclusions are summarized as follows: The definitions of middle-aged and senior workers in government enterprises are diverse; the development of human resources of the government enterprises is influenced by the problems of aging; both traditional and innovative methods for competence transfer coexist in the government enterprises; and finally, the benefits of competence transfer in public corporations include the reduction of training expenses, the enhancement of work performance, increased job completion rates, and the promotion of competence conservation.