Old dogs, new tricks: training mature‐aged manufacturing workers

Abstract

PurposeThis paper aims to examine the employment and training of mature‐aged workers, so that suggestions for improving training for mature‐aged workers may be offered.Design/methodology/approachSix expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature‐aged workers. The study was confined to the manufacturing industry.FindingsMature‐aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature‐aged workers.Research limitations/implicationsThe research is confined to shop‐floor workers in manufacturing, and does not address training of mature‐aged managers and professionals. The research is small‐scale but provides new insights, and importantly the voices of the workers themselves.Practical implicationsThe paper identifies managerial and training practices that can immediately be implemented.Originality/valueThe paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification‐based training at a national level is not necessarily consistent with what mature‐aged workers prefer.