Weiterbildungsabstinenz älterer Beschäftigter in einer alternden Erwerbsbevölkerung?

Gallenberger, Wolfgang

doi:10.1007/978-3-322-95049-9

Cited by 8 publications

(1 citation statement)

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“…We also know that employment is a crucial pre-requisite for training -the older the lower is the relative training participation of the unemployed compared with the employed (Alferoff, 1999;Von Rosenbladt and Bilger, 2008). The complete attribution of training differences to age in bivariate descriptive statistics therefore might create artefacts (Gallenberger, 2002). We therefore need a multivariate approach in order to measure unbiased correlations between age and training.…”

Section: Introductionmentioning

confidence: 99%

Why Training Older Employees is Less Effective

Zwick

2011

SSRN Journal

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Die Dis cus si on Pape rs die nen einer mög lichst schnel len Ver brei tung von neue ren For schungs arbei ten des ZEW. Die Bei trä ge lie gen in allei ni ger Ver ant wor tung der Auto ren und stel len nicht not wen di ger wei se die Mei nung des ZEW dar.Dis cus si on Papers are inten ded to make results of ZEW research prompt ly avai la ble to other eco no mists in order to encou ra ge dis cus si on and sug gesti ons for revi si ons. The aut hors are sole ly respon si ble for the con tents which do not neces sa ri ly repre sent the opi ni on of the ZEW.Download this ZEW Discussion Paper from our ftp server:http://ftp.zew.de/pub/zew-docs/dp/dp11046.pdf Non-technical SummaryThe ageing of the workforce increases the importance of life-long learning for competitiveness. Most contributions on continuing training focus on lower participation of older employees. This paper in contrast concentrates on changes in the effectiveness of training during the life cycle. It shows that training of older employees is less effective in the self-assessment of training participants. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility, or job security. Older employees also pursue less ambitious goals with their training participation. An important reason for these differences during the life cycle is that firms do not offer the "right" training forms and contents. Older employees prefer and get higher returns from informal and self-determined training with a clear focus on practical and relevant work problems. They also profit more from training contents that can mainly be tackled by crystallised abilities such as communication and management skills.Training incidence in the more effective training forms is however not higher for older employees. Given that other decisive variables on training effectiveness such as training duration, financing and initiative do not change over the life cycle, the wrong allocation of training contents and training forms seems to be a critical reason for the lower effectiveness of training. The data basis is detailed answers of more than 5000 German training participants. This contribution uses multi-variate regressions on training participation and effectiveness. Besides age, it takes into account many covariates that may be correlated with training effectiveness and age such as tenure, health, qualification and intention to quit the labour force soon. Nichttechnische Zusammenfassung AbstractThis paper shows that training of older employees is less effective. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Older employees also pursue less ambitious goals with their training participation. An important reason for these differences during the life cycle might be that firms do not offer the "right" training forms and contents. Older employees get higher returns from informal and directly relevant training a...

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Section: Introductionmentioning

confidence: 99%