Abstract
Forecasts of the labor force supply over the next 20 years reveals a demographic bubble of older retirees that is not offset by the percentage of qualified incoming younger workers (Bureau of Labor Statistics U.S. Department of Labor, 2014). Understanding how training may be used to retain older employees can lead to a competitive edge for firms, given the upcoming need for skilled workers. Training also carries benefits for late career workers or job seekers as a means to increase their existing skills or as a gateway to more lucrative jobs. We review shifts in major cognitive skills and information-processing skills over time and make suggestions for enhancing the training environment for older learners based on that information. We also suggest research needs targeting late-career trainees. These practical recommendations for trainers and program designers, and suggestions for future research may lead to more age-inclusive and comprehensive theories of training-based learning.
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