How To Train Older Workers. [Revised.]

Institution	American Association of Retired Persons, Washington, DC. Work Force Programs Dept.
Titel	How To Train Older Workers. [Revised.]
Quelle	(1993), (24 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Beigaben	Tabellen
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Leitfaden; Age Discrimination; Aging (Individuals); Cost Effectiveness; Employer Employee Relationship; Middle Aged Adults; Motivation; Motivation Techniques; Needs Assessment; Older Adults; Older Workers; On the Job Training; Personnel Management; Preretirement Education; Program Development; Staff Development; Teaching Methods + Suchen Sie Ihr Suchwort? Aging; Altern; Kosten-Nutzen-Analyse; Kosten-Nutzen-Denken; psychologische; Motivation (psychologisch); Motivationsförderung; Bedarfsermittlung; Älterer Erwachsener; Älterer Arbeitnehmer; Training-on-the-Job; Personalmanagement; Programmplanung; Personnel development; Personalentwicklung; Teaching method; Lehrmethode; Unterrichtsmethode
Abstract	This booklet is a practical guide to help employers develop ways to train midcareer and older employees to work to their full potential. Section 1 discusses the older worker advantage. Section 2 focuses on dealing with older workers, the half-life effect, and three common problems that reduce productivity: career burnout, career plateauing, and career obsolescence. Section 3 concerns career management, the first line of defense against those problems. Section 4 discusses three common and complimentary approaches to identifying training needs: organizational analysis, task analysis, and personal needs analysis. Section 5 focuses on designing a training program. It describes the following types of programs offered by companies: scientific and technical training, management development, training for production and administrative employees, total quality training, informal training approaches, and programs to prepare for retirement. Some specific examples follow of companies that have done some creative training to help their experienced workers meet new job challenges. Section 6 on motivation discusses building self confidence. Section 7 addresses training approaches, including the following: on-the-job training, behavior modeling, setting goals and objectives, adapting training techniques for older employees, and transferring of skills. Section 8 is a checklist of policy makers and managers. Ten selected readings are listed. (YLB)
Anmerkungen	AARP Work Force Programs Dept., Business Partnerships, 601 E Street, N.W., Washington, DC 20049 (stock no. D13287).
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01