Training Practices Targeting Employees aged 50 and above in Austrian Organizations

An Human Resources Management Perspective

Business & Finance, Human Resources & Personnel Management
Cover of the book Training Practices Targeting Employees aged 50 and above in Austrian Organizations by Raffaela Hartl, GRIN Verlag
View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart
Author: Raffaela Hartl ISBN: 9783668014800
Publisher: GRIN Verlag Publication: July 14, 2015
Imprint: GRIN Verlag Language: English
Author: Raffaela Hartl
ISBN: 9783668014800
Publisher: GRIN Verlag
Publication: July 14, 2015
Imprint: GRIN Verlag
Language: English

Bachelor Thesis from the year 2015 in the subject Business economics - Personnel and Organisation, grade: Sehr Gut, Universities of Applied Sciences Wien (Personal & Organisation), language: English, abstract: This thesis is based on the literature review of the bachelor thesis 'The Aging workforce - how to sustain employability and career development through age management policies' which revealed that the workforce is aging due to demographic changes and that age management practices need to be applied in order to deal with the implications of the aging workforce. According to the literature, age management is reflected in the employability and career development of the aging workforce and one of the measures of age management is to adapt training practices for older employees. Due to demographic changes, an increasing number of employees aged 50 and above will be available resources - the size of young people entering the labour market will decrease and the employment rate among older people will increase - which means that organizations will have to rely on older employees. In order to sustain a competitive workforce, organizations need to invest in the human capital and provide continuous employee development to maintain and refresh skills. Therefore, it is crucial to offer training opportunities to all age groups to extent working lives. The training content must be relevant to a range of ages, from employees who have graduated recently to those who are nearing retirement. Adult learners have special characteristic and traits towards learning and their learning behaviour changes with the progress of age. To make sure that the training content can be consumed and grasped accordingly, the training method and design need to be tailored to older employees. The literature identified three key development areas in order to adapt training practices for older employees: (1) access to training; (2) adjustment of training methods to older employees; (3) and age awareness trainings for management. At present, organizations are still focusing their training practices mainly on young employees and older employees are often stuck on the sidings. In favour of older employees, age awareness has to be raised in order to trigger a rethinking process of current recruitment and retention practices which are traditionally targeted at young people.

Raffaela Banjan ist seit 2011 für den Bereich Training & Entwicklung bei der OPEC Fund für internationale Entwicklungen (OFID) zuständig. Sie studierte berufsbegleitend Personal- und Wissensmanagement am Institut für Personal und Organisation an der FHWien. In ihrer Abschlussarbeit hat sie sich sehr intensiv mit dem Thema 'Aging Workforce' beschäftigt und führte eine Studie zur betrieblichen Weiterbildung für ältere Arbeitskräfte in österreichischen Unternehmen durch. Bei der diesjährigen Future of Work Konferenz in Stegersbach hielt sie dazu einen Workshop und wurde anschließend zu einem Podcast von Gerstbach Design Thinking eingeladen. Raffaela Banjan hat ihren Werdegang im Bereich Marketing & Sales in einem schwedischen Konzern begonnen und war danach in einer großen internationalen Unternehmensberatung tätig. Seither hat sie sich im Bereich internationale MitarbeiterInnenentwicklung in der heutigen Generationenvielfalt spezialisiert.

View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart

Bachelor Thesis from the year 2015 in the subject Business economics - Personnel and Organisation, grade: Sehr Gut, Universities of Applied Sciences Wien (Personal & Organisation), language: English, abstract: This thesis is based on the literature review of the bachelor thesis 'The Aging workforce - how to sustain employability and career development through age management policies' which revealed that the workforce is aging due to demographic changes and that age management practices need to be applied in order to deal with the implications of the aging workforce. According to the literature, age management is reflected in the employability and career development of the aging workforce and one of the measures of age management is to adapt training practices for older employees. Due to demographic changes, an increasing number of employees aged 50 and above will be available resources - the size of young people entering the labour market will decrease and the employment rate among older people will increase - which means that organizations will have to rely on older employees. In order to sustain a competitive workforce, organizations need to invest in the human capital and provide continuous employee development to maintain and refresh skills. Therefore, it is crucial to offer training opportunities to all age groups to extent working lives. The training content must be relevant to a range of ages, from employees who have graduated recently to those who are nearing retirement. Adult learners have special characteristic and traits towards learning and their learning behaviour changes with the progress of age. To make sure that the training content can be consumed and grasped accordingly, the training method and design need to be tailored to older employees. The literature identified three key development areas in order to adapt training practices for older employees: (1) access to training; (2) adjustment of training methods to older employees; (3) and age awareness trainings for management. At present, organizations are still focusing their training practices mainly on young employees and older employees are often stuck on the sidings. In favour of older employees, age awareness has to be raised in order to trigger a rethinking process of current recruitment and retention practices which are traditionally targeted at young people.

Raffaela Banjan ist seit 2011 für den Bereich Training & Entwicklung bei der OPEC Fund für internationale Entwicklungen (OFID) zuständig. Sie studierte berufsbegleitend Personal- und Wissensmanagement am Institut für Personal und Organisation an der FHWien. In ihrer Abschlussarbeit hat sie sich sehr intensiv mit dem Thema 'Aging Workforce' beschäftigt und führte eine Studie zur betrieblichen Weiterbildung für ältere Arbeitskräfte in österreichischen Unternehmen durch. Bei der diesjährigen Future of Work Konferenz in Stegersbach hielt sie dazu einen Workshop und wurde anschließend zu einem Podcast von Gerstbach Design Thinking eingeladen. Raffaela Banjan hat ihren Werdegang im Bereich Marketing & Sales in einem schwedischen Konzern begonnen und war danach in einer großen internationalen Unternehmensberatung tätig. Seither hat sie sich im Bereich internationale MitarbeiterInnenentwicklung in der heutigen Generationenvielfalt spezialisiert.

More books from GRIN Verlag

Cover of the book Höchstarbeitszeiten in Tarifverträgen by Raffaela Hartl
Cover of the book Vergleich von zwei Ansätzen zur Erarbeitung vo Lk 15.11-32 (Der verlorene Sohn) by Raffaela Hartl
Cover of the book Die moderne Demokratie im Spannungsfeld zwischen Diktatur und Anarchie by Raffaela Hartl
Cover of the book Die Änderung der deutschen Anti-Treaty-Shopping-Regelung des § 50d Abs. 3 EStG - unter Berücksichtigung der EuGH-Entscheidung vom 20.10.2011 (C-284/09) by Raffaela Hartl
Cover of the book Stigmatisierungsprozesse und Ausgrenzungsmechanismen gegenüber behinderten und psychisch kranken Menschen by Raffaela Hartl
Cover of the book Fitnessökonomie. Qualitätsmanagement, Investition, Finanzierung, Produktion und Logistik by Raffaela Hartl
Cover of the book Basel 3 and its impact on liquidity measures by Raffaela Hartl
Cover of the book Konstruktionsplanung auf teilbezahntem Oberkiefergipsmodell zur Herstellung von herausnehmbarem Zahnersatz (Unterweisung Zahntechniker / -in) by Raffaela Hartl
Cover of the book Die Frage nach der Notwendigkeit eines Stabilisators im internationalen System - Eine theoretische Analyse hegemonialer Stabilität by Raffaela Hartl
Cover of the book Indien und Pakistan - Zwei verfeindete Nationen im Kalten Krieg by Raffaela Hartl
Cover of the book Eine historisch-kritische Exegese von Markus 10, 13-16: Jesus segnet die Kinder by Raffaela Hartl
Cover of the book Growth and innovation in SMEs in Glasgow by Raffaela Hartl
Cover of the book Thomas Hobbes - Leviathan oder Stoff, Form und Gewalt eines kirchlichen und bürgerlichen Staates by Raffaela Hartl
Cover of the book Sündenbock Medien - Trägt die U.S.-Kriegsberichterstattung die Hauptschuld an der Niederlage in Vietnam? by Raffaela Hartl
Cover of the book Wie wichtig ist das Lerneralter im L2-Erwerb? by Raffaela Hartl
We use our own "cookies" and third party cookies to improve services and to see statistical information. By using this website, you agree to our Privacy Policy