Preretirement planning is examined from several different points of view: a representative from the American Association of Retired Persons, an employee services supervisor with a utility company, a manager of employee training, a vice-president of a bank, and a personal planning strategist. (CT)

Presents examples of some of the educational offerings for older people in nations at three very different stages of development: Ghana, Singapore, and France. Examines traditional forms of education, family living workshops, preretirement education, self-directed learning, decentralization of older adult education, and educational programs for…

Examined the impact of career orientation and demographic variables on retirement attitudes, intended age of retirement, and retirement preparation among university employees (N=213). Results indicated that occupational status is associated with unique patterns of career orientation as well as differences in anticipated age of retirement.…

Tested the effectiveness of training 50 older adults as peer counselors to lead a weekend preretirement seminar. Small group discussions focused on self-esteem, interpersonal relations, and leisure time management. Results showed improvement in self-efficacy ratings, retirement knowledge, and morale three months after the intervention. (JAC)

The concept of preretirement planning is discussed: its advantages for the employer, the range of program activities, the successful program format, types of participants, meeting sites, discussion leader, and types of hand-out materials. (CT)

Examines the main criteria for measuring a preretirement consultant: background; type of program; objectives of the consulting firm; the use of guest speakers; course materials; assistance in seminar preparation; cost; and personal impression of the consultant. (CT)

According to 200 usable responses from 725 government agencies, about 25% mandate preretirement programs, 52% offer them. Their use as a strategy to open career paths may backfire and discourage retirement. Many of these programs are failing to recognize the growing diversity of the workforce. (SK)

Adults ages 55-65 (n=23) were asked to provide solutions to retirement planning scenarios before and after attending financial planning training. Although their knowledge increased significantly, the overall quality of their decisions did not improve after training. (SK)

Over half of a group of 66 rural adults aged 45-64 identified finances, health, and well being as important retirement concerns; most had made financial plans but few in relation to well being. Their attitudes were influenced by family size, income, hobbies, present health, home ownership, and presence of children in the home. (SK)

Reports on a survey of 90 human resources professionals on the topic of older workers. Covers (1) productivity and attitude, (2) educational/training opportunities, (3) absenteeism and job safety, (4) managerial and executive positions, and (5) retirement and preretirement, among other topics. (CH)

This is the first part of a two-part article that examines the growing phenomenon of formal preretirement education efforts around the world designed to ease the transition to retirement life. Part I provides an overview of the movement. It discusses program sponsorship, sites, resources, timing, content, and structure. (CT)

Describes a corporate retirement education program that involves seven two-hour sessions covering the following topics: adjustments needed to adapt to an unstructured life-style, problems facing single retirees, housing, part-time employment, health, leisure activities, and financial considerations. The article also examines relocation and retiree…

Reviews retirement and preretirement programs using a comprehensive framework that reveals four distinct models: planning, counseling, adult education, and the human potential model. The human potential model integrates the effective features of existing programs with a positive view of retirement and a focus on the retirement transition period.…

One important area of activities for which retiring workers could be prepared is undoubtedly that which lies in the field of social services in which trade unions everywhere are increasingly engaged. (SSH)

Seminars on financial, estate, and leisure planning for retirement were attended by 34 adults. Measures of formal seminar participation and informal gathering of retirement information over time indicated that leisure planning had a stronger impact on expectations than financial planning. Informal, longer-term planning had a significant impact on…