- The Oxford Handbook of Skills and Training
- List of Contributors
- Introduction: Skills and Training: Multiple Targets, Shifting Terrain
- Disciplinary Perspectives on Skill
- Skill Builders and the Evolution of National Vocational Training Systems
- The Changing Meaning of Skill: Still Contested, Still Important
- A New Social Construction of Skill
- Measuring Job Content: Skills, Technology, and Management Practices
- Accreditation and Assessment in Vocational Education and Training
- Education and Qualifications as Skills
- Pre-Employment Skill Formation in Australia and Germany
- Skill Development in Middle-level Occupations: The Role of Apprenticeship Training
- What Is Expected of Higher Education Graduates in the Twenty-first Century?
- Employer-Led In-Work Training and Skill Formation: The Challenges of Multi-Varied and Contingent Phenomena
- Unions, the Skills Agenda, and Workforce Development
- A Working Lifetime of Skill and Training Needs
- Skill Under-utilization
- Business Strategies and Skills
- Measuring Skills Stock, Job Skills, and Skills Mismatch
- The Individual Benefits of Investing in Skills
- The Economic and Social Benefits of Skills
- Theorizing Skill Formation in the Global Economy
- Different National Skill Systems
- Skill Ecosystems
- Employment Systems, Skills, and Knowledge
- Skill Demands and Developments in the Advanced Economies
- Approaches to Skills in the Asian Developmental States
- Emerging Economic Powers: The Transformation of the Skills Systems in China and India
- Projecting the Impact of Information Technology on Work and Skills in the 2030s
- International Skill Flows and Migration
- Professional Skills: Impact of Comparative Political Economy
- Skills and Training for the Older Population: Training the New Work Generation
- Rethinking Skills Development: Moving Beyond Competency-Based Training
- Who Pays for Skills?: Differing Perspectives on Who Should Pay and Why
- Current Challenges: Policy Lessons and Implications
- Author Index
Abstract and Keywords
Despite rises in employment rates across many countries, older workers (those aged 50+) are less likely than younger employees to receive workplace training and skills development. Using the UK as its starting focus, this chapter analyses the theoretical and empirical reasons for these gaps. The analysis covers in-work training and development, as well as considering the position of those older people who are unemployed but looking for work. The discussion also embraces the roles of training and education for older workers who may want to delay retirement or retire flexibly, and examines the relationships between training, development and active ageing. Concluding discussions highlight national and international policy initiatives to encourage investment in educating and training for this new work generation.
Business, University of Edinburgh
Wendy Loretto PhD is Professor of Organizational Behaviour at the University of Edinburgh Business School. She has published widely in the field of age and employment, with a particular focus on the ways in which gender and age interact to affect work and retirement experiences (Human Relations, Work, Employment, and Society). Her research has been funded by research councils, Scottish and UK governments, charities, trade unions, and employers.
Sociology, Manchester Interdisciplinary Collaboration for Research on Ageing (MICRA)
Chris Phillipson is Professor and Co-Director of the Manchester Interdisciplinary Collaboration for Research on Ageing (MICRA). He is co-editor of the Sage Handbook of Social Gerontology (Sage Books, 2010), and author of Ageing (Polity Press, 2013). His present research focuses on developing ‘age-friendly cities’ and changing retirement transitions. He is Fellow of the Gerontological Society of America and a past president of the British Society of Gerontology.
Social Policy, Sociology and Social Research, University of Kent
Sarah Vickerstaff PhD is Professor of Work and Employment, and Head of the School of Social Policy, Sociology, and Social Research at the University of Kent. Her research focuses upon paid work and the life course especially at the beginning and end of working life. She is currently PI for an ESRC/MRC-funded research consortium undertaking a study of: Uncertain Futures: Managing Late Career Transitions and Extended Working Life.
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