Life-Span Learning and Development and Its Implications for Workplace Training

Abstract

Researchers often focus on age-related declines rather than the development associated with lifelong learning. Focusing on working-age people (those between the ages of 18 and 70), I describe age-related changes in abilities and motivation that affect lifelong learning and research showing that older learners can and do learn when content is aligned with their prior knowledge and interests. I further describe lifelong learning in the context of workplace training and development, highlighting the workplace as a central environment for continuous learning and the imperative for workers to continually update their skills to remain employed and employable.