Veronique Warmoes Shari De Baets Prof Dr Herman van den Broeck Prof Dr Ans de Vos Veroniek de Schamphelaere Project Research questions Literature Data collection ID: 204459
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Slide1
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 – Slide2
Project
Research questions
Literature
Data collection:
Focus groups Expert interviewsResults
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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?
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Sample presentation
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|“My motivation fortaking part in training?”
“Staying up to date, being with the times, and keeping young!
- participant focus group white collar workersSlide5
LiteratureSlide6
1. Literature
Employment rate in Belgium of the older workforce:
35,3%
19,2%
below the European averageEmployment rate in Sweden of the older workforce: 70,1%
in part explained by the well-established lifelong learning approach in the country (Rix, 2005)
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Data collectionSlide8
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 interview
Semi-structured interview
Experiences / past successes
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2. Data collection: cards
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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?Slide10
ResultsSlide11
Differences between 45+ and younger
ExperienceRecognizedIntegrated in training
ICT
Insecure
But 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
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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?Slide13
Needs and expectations
Physical needslimited
Cognitive needs
Noticeable difference with younger people
FatigueAppreciative of a slower paceExpectationsInfrastructureCapable trainer
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Didactical approach
Very general principlesHands-onconcise
Step by step
Experience learning
Powerpoint as an aid, not for reading out loudCapable trainerReference work
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Motivations and aggravations
MotivationsIntrinsicManagers
:
‘Experienced employees are less
motivated; they think they’re already all-knowing and capable,’Social contactStaying up to dateJob security (blue collar
workers)Aggravations
Unsuitable pace
Inadequate trainer
Obligated trainings
Inadequate content
Traffic and long distances
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Motivations and aggravations
Insecurities:Having insufficient knowledgeNot being able to follow the pace
Asking questions
Role-play
New technology16 |Slide17
Follow-up and knowledge sharing
Knowledge sharing is appreciatedFormal
ánd
informalNot too extensiveDepends on employer and sectorFear for endangering own position in case of knowledge sharing (blue collar and white collar workers)
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Analysis
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Recommendations for trainers
Communication and training should be well-structured and transparantTo help with insecurites and anxietyExplain the reasoning behind theory, emphasize practical relevance
To help with insecurities and anxiety
Experiential learning
To recognize their experienceAdequate communication and encouragement by managers and peersTo increase their already-present intrinsic motivation19
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Future research
Does -45 prefer heterogenous groups too?What actions can the government take?Policies
Allowances
..
What actions can the companies take?Educational PoliciesEncouring trainings for older workers..20
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Acknowledgements
We are grateful to the Federal government, for their financial support to execute this research project.
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