The Mature Worker- How Old Do You Look; How Young Do You Feel; Check your Attitude!

Session Description: Three important trends are occurring that will have a dramatic impact on the American workforce: the workforce, and the population as a whole, are aging; labor shortages are projected in a growing number of sectors of the economy; and many workers intend to continue to work beyond the traditional retirement age. How will we create learning solutions for this business community that will attract and retain mature, experienced workers who are increasingly critical to maintaining a competitive advantage? What does workforce aging really mean? The central issue is not that the mean age of workers is increasing but that the relative size of the workforce is reducing. Workforce aging is about productivity, not age, and focusing on ‘the older worker’ as an older person rather than an individual may actually be a barrier to developing workable policies to address the serious issues arising from a reduced workforce. A man who retires at 70 is likely on average to live well into his 80s and a woman to almost 90. A 70-year-old retiree today is likely to have a much longer post-retirement life, and furthermore to be in better functional health, than a 65-year-old retiree thirty years ago. As a training professional, how does learning and development meet the needs of all ages and learning styles? What can you do as a “mature” worker to brand yourself to work 20 more years? Learn the three success factors to working through to 80!

Any HR Professionals advising/coaching/ responsible for the Mature Worker.

As a result of this webinar, participants will learn to: 1. Identify the key factors that encompass a successful learning experience for the 50+ learner. 2. Incorporate workplace best practices as we value 50+ and all workers. 3. Customize and apply the three factors to positively brand the 50 + learner.

Will need to provide later

		Beth Egan CATALENT PHARMA SOLUTIONS, INC. View Profile