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Training an age-diverse workforce

机译：培训年龄不同的劳动力

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Purpose - Aims to address the myths and age-related barriers that currently deter employers from training workers of different ages. Design/methodology/approach - This study is the culmination of four strands of research activity: qualitative interviews with a range of national experts to inform the context for the research and the key issues to be explored. The interviews also helped to identify the training channels available to employers and their workers. Review of the current policy and academic literatures. Secondary data analysis of the Labour Force Survey, 2004 and National Adult Learning Survey, 2002. Also includes LSC data from the Employer Training Pilots and Modem Apprenticeships. Case studies of five organisations which demonstrate good practice in training a mixed-age workforce. Throughout the study, references to "older workers" mean people aged over 50. Findings - There is a clear association between age and the amount of training offered to and received by workers. Employees aged over 55 were less likely than other workers to participate in training, or to have been offered it. Older employees were also less likely than younger or mid-life workers to take up any opportunities for training that were made available. Furthermore, older workers were more likely only to have received on-the-job training. Originality/value - Provides the evidence and practical guidance on the variety of training support channels and on age-diverse training practices.
机译：目的-旨在解决神话和与年龄有关的障碍，这些障碍目前阻止雇主对不同年龄的工人进行培训。设计/方法论/方法-这项研究是研究活动的四大阶段的最高潮：与一系列国家专家进行的定性访谈，以为研究的背景和要探索的关键问题提供信息。访谈还帮助确定了可供雇主及其工人使用的培训渠道。回顾当前的政策和学术文献。对2004年劳动力调查和2002年全国成人学习调查的辅助数据分析。还包括来自雇主培训飞行员和现代学徒制的LSC数据。对五个组织的案例研究表明，它们在培训混合年龄劳动力方面具有良好的做法。在整个研究中，提及“老年工人”是指50岁以上的人。调查结果-年龄与提供给工人的培训数量之间有明确的关联。 55岁以上的员工参加培训或获得培训的可能性低于其他工人。与年轻或中年工人相比，年长雇员接受培训的机会也更少。此外，年长的工人更有可能只接受在职培训。独创性/价值-提供有关各种培训支持渠道和不同年龄的培训实践的证据和实践指导。

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