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

Topic:
The Mature Worker- How Old Do You Look; How Young Do You Feel; Check your Attitude!
Date:
May 7, 2012 at 2:00 - 3:00 PM ET
Presenters:
Beth Egan, Global Commercial Training Director(CATALENT PHARMA SOLUTIONS, INC.)
webcastImgVirtual
Description
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!



Who Should Participate
Any HR Professionals advising/coaching/ responsible for the Mature Worker.
What You Will Learn
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.
Recommended Resources
Will need to provide later
Communities
Human Resources Management
Staffing and Recruitment
HR Outsourcing
Leadership
Organizational Development
Performance Management
PM Succession Planning
Change Management
Career and Succession Planning
Contract Workforce and Talent Exchange
Employee Wellness
Integrated Talent Management
Community Groups
Presented by
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Beth Egan
CATALENT PHARMA SOLUTIONS, INC.

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Name Comment Rating
Image of Colleen Kilduff Colleen Kilduff
Weyerhaeuser Company
2 / 5
Poor Presentation
Image of Rich Cortabitarte PHR Rich Cortabitarte PHR
Michaels Stores, Inc.
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Maquoya Witcher Maquoya Witcher
Texas Health Physicians Group
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Cathy Sailer Cathy Sailer
Livingston International Inc
3 / 5
Good Presentation
Image of Tom Ori Tom Ori
Next Level Performance, Inc.
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Susan Kaempfer Susan Kaempfer
Unemployed
3 / 5
Good Presentation
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DI Solutions
3 / 5
Good Presentation
Image of Paula Infranca Paula Infranca
Burns & McDonnell
4 / 5
Very Good Presentation
Image of Terri Nelson Terri Nelson
GS Industries of Bassett, Ltd.
4 / 5
Very Good Presentation
Image of Suzanne M Suzanne M
HR Solutions for Success
4 / 5
Very Good Presentation
Image of Adrienne Anderson Adrienne Anderson
Merritt Brothers Lumber Co, Inc
4 / 5
Very Good Presentation
Image of C Ratliff C Ratliff
Fed Government
4 / 5
Very Good Presentation
Image of Mirjana Relic Bajic Mirjana Relic Bajic
Metro cash&carry, Serbia
4 / 5
Very Good Presentation
Image of Anne Riggsby Anne Riggsby
Unisys Corporation
4 / 5
Very Good Presentation
Image of Sylwia Krawczyk Sylwia Krawczyk
ABM INDUSTRIES
4 / 5
Very Good Presentation
Image of Dalene Crowder Dalene Crowder
Verizon Telecom
4 / 5
Very Good Presentation
Image of Andrea Metcalf Andrea Metcalf
The Key Element
4 / 5
Very Good Presentation
Image of Diane Clemens Diane Clemens
Minneapolis Public Schools
4 / 5
Very Good Presentation
Image of Donna Bailey, PHR Donna Bailey, PHR
Gabriel Brothers Inc
4 / 5
Very Good Presentation
Image of Christopher Tucker Christopher Tucker
Shebester Bechtel, Inc
4 / 5
Very Good Presentation
Image of Daniel Snell Daniel Snell
CEC Group L.L.C.
4 / 5
Very Good Presentation
Image of Russ Winter Russ Winter
Winter Associates
good presentation 4 / 5
Very Good Presentation
Image of Beverly Wilhelm Beverly Wilhelm
United Blood Services
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Mary Mork, SPHR Mary Mork, SPHR
HMSHost Corporation
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Mary Tinkcom, SPHR Mary Tinkcom, SPHR
URS Corporation
5 / 5
Excellent Presentation
Image of Ann Storm, SPHR Ann Storm, SPHR
Akzo Nobel Coatings Inc.
5 / 5
Excellent Presentation
Image of Wanda Campbell Wanda Campbell
Edison Electric Institute
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Angela Robinson Angela Robinson
Laurus Strategies
Beth was awesome and covered every detail regarding myths about our baby boomers that still work. 5 / 5
Excellent Presentation
Image of Meriel Sweet Meriel Sweet
The Methodist Hospital
Excellent presentation. We are seeing 3 generations or more in the workplace and more information/training for line of business AND HR management is long overdue! Great presentation! 5 / 5
Excellent Presentation
Image of Letty Carden Letty Carden
Lockton Benefit Group
The presentation was very clear and gave me hope. That being over 50 I can still be considered for a job. 5 / 5
Excellent Presentation

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