The future of work requires continuous upskilling and reskilling of workers for full labour force participation and productivity that has led to growing importance of learning agility. However, research on this subject is still in its infancy. This study aims to investigate the effect of ageing on learning agility and mediating effects of…

In many areas, the number of people transitioning to retirement is starting to outnumber the number of young people negotiating their way into the labor market. To sustain economic prosperity, these regions need to prolong the working lives of older workers. Maintaining older workers' earning power and employment until and past the traditional…

These Key Indicators on Education, Skills and Employment (KIESE) are a collection of statistics that are part of a broader set of indicators proposed by the ETF to enable an assessment of developments in the field of human capital in the partner countries. They include data on education, initial vocational education and training, lifelong…

For workers of all ages, work satisfies a range of needs, including financial security, a sense of accomplishment, recognition for superior performance, skill development, and social status. However, both youths (aged 16 to 24 years old) and older workers (aged 55 years or older) often find themselves at a disadvantage in the job market. These two…

The institutionalised categorisation of adults who are over 55 years of age, unemployed and low-skilled as "older" and "disadvantaged" may adversely affect their employment prospects and their self-esteem. This paper reports on the findings of a study that explored the experiences of a small group of such adults; in particular,…

Is there an optimum age to be an apprentice? For most people, their image of an apprentice would be a teenage school leaver. Yet, in England, the majority of apprentices are over the age of 19 when they start their apprenticeship, and 40 per cent are 25 or over. This would be very unusual in other European countries. In this article, the authors…

Workers are remaining in the labor force at older ages; and, despite their desire to work, those without jobs face unprecedented durations of unemployment. Many of the unemployed lack current skills for jobs in demand and need to either upgrade their skills or be trained for a new occupation to become re-employed. An aging workforce combined with…

The Institute for Work, Skills and Training was assigned to evaluate a labor market program aimed at the integration of long-term unemployed individuals aged 50 or older. The integration should have been achieved not only by training and coaching of individuals, but also by building regional networks between labor market stakeholders within a…

One of the challenges facing Australia is the ageing of the population. Of major concern, especially to government, is that the dependency ratio--a measure of the burden that economically active persons carry by supporting dependent persons--will increase significantly unless older people keep working or immigration is used to change the…

Describes aging from physical, cognitive, social, and psychological perspectives; the accommodations needed in retraining older workers; technology issues; and successful corporate retraining programs. (SK)

This AARP Public Policy Institute Issue Paper seeks to (1) summarize what is currently known about an important aspect of work and employment, namely training and retraining, that involves the ability of older adults to learn new skills and adapt to new environments; (2) highlight issues and questions that need to be addressed to promote healthy…

Analyzes the weaknesses of current structural options in Germany that allow older workers to keep on working. Points out that data do not indicate older workers are reluctant to participate in training. Suggests that management of competency development is unsuitable for the further employment of older adults. (Contains 56 references and 36…

Demands for workforce flexibility and lifelong learning can endanger or marginalize older workers, whose access to training and promotion opportunities may be limited. A marked change in employer attitudes toward older workers is needed. (SK)

Because of the aging of the labor force and legislation designed to keep older workers on the job, employers will have to deal with increasing numbers of older workers. For this transition to be as smooth as possible, employers must first overcome age-related stereotypes that have taken hold since the 1930s. Dealing with older workers involves two…

While employment growth has accelerated, allowing unemployment to fall significantly since 2005, many low-skilled workers are still unemployed and the duration of unemployment spells is still long. The introduction of an in-work benefit for workers in low-income households, subject to a minimum of hours worked, could lower barriers to higher…