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 Motivation und Selbstmotivation im Berufsalltag. Ein Überblick über Modelle und Methoden by Raffaela Hartl
Cover of the book Petrus in Rom. Wissenschaftliche Erkenntnisse zu Aufenthalt, Martyrium und Grablegung Petri in Rom by Raffaela Hartl
Cover of the book Sozialer Wandel als Modernisierung by Raffaela Hartl
Cover of the book Die Nachfolgeordnung Konstantin des Großen - Ein Bruch mit der Tetrarchie by Raffaela Hartl
Cover of the book Bedeutung der Unternehmensbewertung im Rahmen der Rechnungslegung nach HGB und IAS/IFRS by Raffaela Hartl
Cover of the book Regimetheorie: Analyse des IWF by Raffaela Hartl
Cover of the book Romeo und seine Freunde - Eine Analyse der Figuren Romeo, Mercutio und Benvolio in der Ballett-Inszenierung 'Romeo und Julia' von Kenneth MacMillan by Raffaela Hartl
Cover of the book Gerontopsychiatrische Pflegeplanung by Raffaela Hartl
Cover of the book Buchhalterische Behandlung von Eingangs- und Ausgangsrechnungen (Unterweisung Bürokaufmann / -kauffrau) by Raffaela Hartl
Cover of the book Equipping Teachers with ICT Skills for Pedagogical Integration in Uganda: An Evaluation of Policy Implementation in Jinja Municipality by Raffaela Hartl
Cover of the book Der Schwäbische Städtebund von 1376 bis 1389 als Beispiel für reichsstädtische Bünde im späten Mittelalter by Raffaela Hartl
Cover of the book Rodin und der Torso. Fragmentierung des Körpers by Raffaela Hartl
Cover of the book Verbesserung der spielerisch-taktischen Handlungsfähigkeit im Tennis unter dem Aspekt der selbstständigen Erarbeitung und Anwendung taktisch angemessener Handlungsmuster im Einzel by Raffaela Hartl
Cover of the book Grenzen staatlicher Religionsbewertung (BVerfGE 105, 279) by Raffaela Hartl
Cover of the book Wie man Konflikte in der Schule löst. Zu Thomas Gordons Bestseller 'Lehrer-Schüler-Konferenz' 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