Training older employees: are they really so different? Veronique Warmoes – Shari De Baets - Prof....

Training older employees: are they really so different?Veronique Warmoes – Shari De Baets - Prof. Dr. Herman van den Broeck – Prof. Dr. Ans de Vos – Veroniek de Schamphelaere –

© Vlerick Leuven Gent Management School© Vlerick Leuven Gent Management School

Project

Research questionsLiteratureData collection:

Focus groups Expert interviews

Results

2 |


Research questions

Regarding education, what are the specific needs for older employees?

Which are the suitable educational practices?

Which guidelines can we provide for trainers who educate older learners?

3 |

© Vlerick Leuven Gent Management School© Vlerick Leuven Gent Management School | 00-00-0000 | Sample presentation4 |

“My motivation fortaking part in training?”

“Staying up to date, being with the times, and keeping young! - participant focus group white collar workers

Literature


1. Literature

Employment rate in Belgium of the older workforce:

35,3%19,2% below the European average

Employment rate in Sweden of the older workforce:

70,1%in part explained by the well-established lifelong learning approach in the country (Rix, 2005)

6 |

Data collection


2. Data collection: qualitative approach

Focusgroups (Morgan, 1998; Bloor, 2001)

Card with different topics All participants 45 years or older

According to language and position

Expert interviewSemi-structured interviewExperiences / past successes

8 |


2. Data collection: cards

9 |

Differences between 45 + and

younger

Needs and expectations

Didactical approach

Motivation and aggravations

Follow – up & knowledge

sharing

Do you think that a training for older employees requires a different approach than for

younger colleagues?

What topics do you like to learn about? What topics are you obligated to follow?

What kind of didactical materials do you

prefer?Do you prefer a

training inside or outside of the organisation?

What aggravates you in trainings? What motivates you for participating in trainings?

How do you pass on the newly acquired knowledge or skills to your colleagues? How does your company encourage trainings for older employees?

Results


Differences between 45+ and younger

ExperienceRecognizedIntegrated in training

ICTInsecureBut open to it (at an adapted pace)

Preference for mixed groupsLearning experience with new examplesCondition: trainer gives individual attentionAge-split: stigma!There are other factors than age

11 |

Differences

between 45+ and

younger

© Vlerick Leuven Gent Management School© Vlerick Leuven Gent Management School12 |

Age is just one factor amongst many..

It’s risky to ‘blame’ age for everything.

Is it a good thing to keep stressing age-

related differences?


Needs and expectations

Physical needslimited

Cognitive needsNoticeable difference with younger peopleFatigueAppreciative of a slower pace

ExpectationsInfrastructureCapable trainer

13 |

Needs and

expectation

s


Didactical approach

Very general principlesHands-onconciseStep by stepExperience learningPowerpoint as an aid, not for reading out loudCapable trainerReference work

14 |

Didactica

l approach


Motivations and aggravations

MotivationsIntrinsic

Managers: ‘Experienced employees are less motivated; they think they’re already all-knowing and capable,’

Social contactStaying up to dateJob security (blue collar workers)

AggravationsUnsuitable paceInadequate trainerObligated trainingsInadequate contentTraffic and long distances

15 |

Motivatio

ns and aggravations


Motivations and aggravations

Insecurities:

Having insufficient knowledgeNot being able to follow the paceAsking questionsRole-playNew technology

16 |

Motivatio

ns and aggravations


Follow-up and knowledge sharing

Knowledge sharing is appreciatedFormal ánd informalNot too extensiveDepends on employer and sector

Fear for endangering own position in case of knowledge sharing (blue collar and white collar workers)

17 |

Follow-up and kno

wledge

sharing


Analysis

Internal factors•Experience•Anxiety and insecurity•Motivation

External factors •Didactical approach•Trainer requirements

18 |


Recommendations for trainers

Communication and training should be well-structured and transparant

To help with insecurites and anxiety

Explain the reasoning behind theory, emphasize practical relevance

To help with insecurities and anxiety

Experiential learningTo recognize their experience

Adequate communication and encouragement by managers and peers

To increase their already-present intrinsic motivation19 |


Future research

Does -45 prefer heterogenous groups too?

What actions can the government take?PoliciesAllowances..

What actions can the companies take?Educational PoliciesEncouring trainings for older workers..

20 |


Acknowledgements

We are grateful to the Federal government, for their financial support to execute this research project.

21 |

Training older employees: are they really so different? Veronique Warmoes – Shari De Baets - Prof....

Documents

Transcript of Training older employees: are they really so different? Veronique Warmoes – Shari De Baets - Prof....