Abstract
An important way to improve ageing workersʼ employability is through participation in formal and informal human resource development (HRD) activities. However, older workers remain underrepresented in most forms of training and development, and company policies are hardly directed at improving older workersʼ employability through learning and development initiatives. Personal motivation and ability to learn reflect employeesʼ accountability for investments in their own development. Organisations need
to promote competence development of employees, by means of, for
example, a supportive and stimulating learning climate, supervisor support,
and good social relationship between employees and their supervisors. Two
studies were recently carried out to identify which individual and organisational
factors affect employability of an ageing workforce. The most important
findings are presented here. Based on these findings, recommendations are
made to stimulate companies to develop and implement strategies to improve
ageing workersʼ employability.
to promote competence development of employees, by means of, for
example, a supportive and stimulating learning climate, supervisor support,
and good social relationship between employees and their supervisors. Two
studies were recently carried out to identify which individual and organisational
factors affect employability of an ageing workforce. The most important
findings are presented here. Based on these findings, recommendations are
made to stimulate companies to develop and implement strategies to improve
ageing workersʼ employability.
| Original language | English |
|---|---|
| Title of host publication | Working and ageing |
| Subtitle of host publication | guidance and counselling for mature learners |
| Place of Publication | Luxembourg |
| Publisher | Publications Office of the European Union |
| Chapter | 4 |
| Pages | 67-90 |
| ISBN (Print) | 9789289608510 |
| Publication status | Published - 2011 |