Aware of the positive impact of training policies on growth and competitiveness, the Luxembourg Government intends to increase its financial contribution to continuing training in private companies. This measure specifically targets unskilled and older workers.
Demographic change in Europe will have a major impact on its society and economy, but few companies are actually adapting their human resource practices to the ageing of the workforce. Despite encouraging results from initiatives that show the value of investing in ageing workers, better access to and more participation in lifelong learning remain major challenges. What can policy-makers do to encourage workers, employers and educators to take action? What are the key factors in successful active ageing policies? Where are barriers to investment in an ageing workforce, and what is its potential?
Few companies are adapting their human resource practices to the ageing of the workforce. What can policy-makers do to encourage workers, employers and educators to take action? Last week's international seminar in Brussels, jointly organised by Cedefop and the European Commission, examined the impact of investing in an ageing workforce.
Cedefop and the European Commission are jointly organising a two-day international seminar on learning later in life and the impact of investing in an ageing workforce.
To mark three years of intensive European cooperation in adult learning policy, in which Cedefop has been actively involved, and to review the results achieved through the implementation of the Adult Learning Action Plan, the European Commission organised a conference in Budapest which discussed future needs and options. The event was held on 7-9 March 2011 under the first Hungarian Presidency of the European Union.
The rising median age of the workforce and the mismatch between the demand and supply of skills are two issues of particular concern for the European labour market. But are people’s skills more likely to be mismatched as they age?