The core research questions addressed in this paper are: What factors influence human resource (HR) professionals in deciding whether to approve training proposals for older workers? What kind of training are they more likely to recommend for older employees and inwhich organizational contexts? We administered three factorial surveys to66 HR professionals in Italy. Participants made specific training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to training decreases strongly with age, while highly skilled older employees with low absenteeism rates are more likely to enjoy training opportunities. In addition, older workers displaying positive performance are more likely to receive training than older workers who perform poorly, suggesting that training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating training proposals, the higher the probability that older workers will be recommended for training.
Training for older workers: which factors do influence desirability? A factorial study of Italian HR professionals' attitudes / A. Lazazzara, K. Karpinska, K. Henkens. ((Intervento presentato al convegno Learning later in life : Uncovering the potential of investing in an ageing workforce tenutosi a Brussels nel 2011.
Training for older workers: which factors do influence desirability? A factorial study of Italian HR professionals' attitudes
A. Lazazzara;
2011
Abstract
The core research questions addressed in this paper are: What factors influence human resource (HR) professionals in deciding whether to approve training proposals for older workers? What kind of training are they more likely to recommend for older employees and inwhich organizational contexts? We administered three factorial surveys to66 HR professionals in Italy. Participants made specific training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to training decreases strongly with age, while highly skilled older employees with low absenteeism rates are more likely to enjoy training opportunities. In addition, older workers displaying positive performance are more likely to receive training than older workers who perform poorly, suggesting that training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating training proposals, the higher the probability that older workers will be recommended for training.Pubblicazioni consigliate
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