Mature-aged workers’ learning needs and motivations for participation in training programs

Abstract

Issues arising from an ageing society, a low fertility rate and growing need for a skilled work force, have seen increased government commitment to improving the participation rate of mature-aged workers. Education and training are seen as a principal strategy to increase the employability of these workers, yet participation in training is low and declines with age. Based on a study of 8 mature-aged participants enrolled in an accredited training program, this paper identifies their learning needs and motivations. The findings identify a range of institutional and personal factors that shaped their participation. Given the diversity of personal factors identified within this small sample, it is unlikely that creating one policy or training approach would address the education and training needs of this cohort. Hence, there is a need to understand more fully how the diverse needs of mature-aged workers can be accommodated within the vocational education and training system.

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

“…Put differently, older people's competence to fulfill, acquire, or create work for themselves -their employability (Van der Heijde and Van der Heijden 2006) -is questioned, albeit often based on societal sentiments rather than actual evidence (cf. Meyers et al 2010).…”

Fourth Industrial Revolution and Future of Work in Asia

“…Globally, 64 million youth are unemployed and 20% of them are not in education, training, or employment (International Labour Organization (ILO), 2019). Adoption of ICT affects the older workers more than younger workers (Meyers et al, 2010) due to expected low returns (OECD, 2006).…”

Opportunities or barriers? the experiences of disadvantaged older jobseekers participating in training

“…It is claimed that those factors and barriers are not isolated, but interdependent (Rubenson & Desjardins, 2009;Temple et al, 2011). Studies have found that existing training programs do not suit the learning needs and preferences of older, low-skilled adults, as they are mostly online (Lundberg & Marshallsay, 2007;Meyers, Billett, & Kelly, 2010;Tikkanen, 2009). These conclusions are consistent with In acknowledging the range of barriers to participation in training for older adults, it is accepted that these barriers affect older adults in different ways.…”

“…The literature consistently reports on barriers for older adults to participate in training (Temple et al, 2011), yet, despite policies and programs aimed at addressing those barriers, it is acknowledged that goal remains unaddressed (Cedefop, 2013c;Johnson et al, 2013). It is claimed that, in order to improve both participation and engagement in training programs, individual learning and support needs should be taken into consideration with targeted training programs (Meyers et al, 2010;The Treasury, 2010).…”