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Older Workers & Technology Implications for Trainers and Human Performance Technologist

Older Workers & Technology Implications for Trainers and Human Performance Technologist. Session Outline. Definitions Demographics Workforce Influences Training Strategies Technology Anxiety Other Expectations?. Older Workers. Older Workers.

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Older Workers & Technology Implications for Trainers and Human Performance Technologist

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  1. Older Workers & TechnologyImplications for Trainers and Human Performance Technologist

  2. Session Outline • Definitions • Demographics • Workforce Influences • Training Strategies • Technology Anxiety • Other Expectations?

  3. Older Workers

  4. Older Workers • The term older worker evokes a mental image......

  5. Older Workers • Gerontology uses these terms for adults: young adult (20-30) adult (30-40) middle Age (40-65) young-old (65-74) old-old (75-84) oldest-old (85+)

  6. Older Workers • Typically however, industry describes an older worker as anyone over 50 years of ages. • During the next 30 years industry’s current definitions of “older worker” will certainly change.

  7. Older Workers • We are not yet sure if 65 years of age will be “retirement age” in 2020. • We do know that workers will continue to work after “official” retirement commences.

  8. Older Workers • As the supply of younger workers becomes depleted, this older, larger workforce will become the majority.

  9. Demographics 120 100 80 50 + Population in Millions 60 Under 18 40 20 0 1970 1980 1990 2010 2000 2020 Year

  10. Demographics 45 40 39 36 33 35 30 29 28 25 20 Median Age 15 5 -5 1950 1960 1970 1980 1990 2000 2010 2020 Year

  11. Demographics • Projections from the Bureau of Labor Statistics identify the three groups that will contribute the majority of the new entrants into the workforce by the year 2000: 1) women 2) minorities and 3) older adults

  12. Demographics • In 1993, • one American in four was 50 or older… one in eight was over 65. • In, 2000, • Approx. 50% of the population over 45 years of age... more 36 million over 65.

  13. Demographics • By 2025, • Those who are 50 and older will make up nearly 30% of the population of the entire U.S. workforce. • These figures make the 35-to-44 year old worker the fastest growing segment of the American population (AARP, 1988).

  14. Demographics • By 2005 more than 15% of the workforce will be over 55 years old.

  15. Demographics • ...these figures are staggering considering the proportion of those under 18 should stay at the same 24% between 2000 and 2030 (Couper & Pratt, 1997).

  16. Workforce Influences • There are three factors affecting how America's workforce will age.

  17. Workforce Influences • First, life expectancy rose from 43 years in 1900 to 72 years in 1990. • As life expectancy increases, so does the amount of time in which workers are healthy and available for work.

  18. Workforce Influences • Second, the baby boomers, those 76 million Americans born between 1946 and 1964, are slowly progressing through the life cycle and are clogging the workplace.

  19. Workforce Influences • In 1990, the oldest baby boomers were approaching 50. By 2010, they will be approaching 65.

  20. Workforce Influences • Third, the declining U.S. birthrate adds to a continuing shift from what was once a “youth-oriented” nation to a more “maturity-oriented” one.

  21. Workforce Influences • One of the most notable change in demographics has been the decline in the proportion of workers under the age of 25.

  22. Training Strategies

  23. Training Strategies • The following are effective techniques:

  24. Training Strategies • Provide audio and visual learning methods designed to compensate for any hearing or sight loss older trainees might have.

  25. Training Strategies • Be sure that there is no distracting background noise. • Use good diction. • Speak clearly and at a lower range.

  26. Training Strategies • Use large, bold, dark print on flipcharts. • Reduce glare. • Keep a consistently high level of light on the screen when showing films, videos, or slides

  27. Training Strategies • Allow for the fact that different trainees need different amounts of time in which to complete the stages of training.

  28. Training Strategies • Let the group help determine time requirements for assignments.

  29. Training Strategies • These techniques are good to consider for older worker due to diminishing physical capabilities.

  30. BUT….. • You will recognize these a good strategies in any training

  31. Technology Anxiety

  32. Technology Anxiety • Anxiety, Fear of Change • Lack of Knowledge Regarding Applications • Lack of Experience • Perceived Loss of Control

  33. Technology Anxiety • Anxiety about Changing Roles • Equipment Phobias • Fear of Increasing Time Constraints • Fear of Appearing Technically Incompetent

  34. Technology Anxiety • Lack of Training Time • Difficulty Using Interface Features and Control • Physical Changes Due to the Normal Aging Process (eyesight, muscle coordination, memory.

  35. Technology Anxiety • Help workers adopt a more positive attitude toward technology & its classroom uses. • Present Practical & Useful Examples of Technology Applications as well as its integration into the curriculum

  36. Technology Anxiety • Help Older workers Gain Positive Experiences Utilizing Various forms of Technology • Facilitate Classroom Role Reversal by stressing the importance of student contributions and leadership

  37. Technology Anxiety • Provide Many Opportunities for older workers to Work with Equipment and Software • Provide Sufficient Training Time • some older workers may need more time to become comfortable with software and hardware products

  38. Technology Anxiety • Select software with Interfaces that are Designed to meet the needs of Senior Adult workers. The software should: • have larger mouse targets • have changeable fonts & sizes • avoid relying heavily on memory (STM) • avoid complicated muscle movements for navigation and use

  39. Technology Anxiety • Encourage Peer Coaching & Peer Teaching with Technology Applications • Encourage Shared Projects, Suggestions, and Shared Uses of Computerized Tools

  40. You will recognize these a good training strategies for any worker!

  41. Some References • Wircenski, M., Walker, M., Allen, J., & West, L. (1999). Age: A diversity issue in grades K-12 and in higher education. Educational Gerontology 25(6), 491-500. • Allen, J., Wircenski, M. (1999). AgeShare: Training Older Learners: Issues for the New Millennium. National Academy for Teaching and Learning about Aging [on-line].www.unt.edu/natla/age_share_training_older_learners.htm. • Allen, J., & Hart, M. (1998). Training older workers: Implications for HRD/HPT professionals. Performance Improvement Quarterly, 11(4), 91-102. • Ennis-Cole, D, Allen, J., (1998). The Challenges of training and retraining mature learners. The Journal for Vocational Special Need Education, 20(3), 35-42. • Allen, J., Wircenski, M., & West, L. (Eds.). (1998) Aging: Our one common experience in special needs. Journal of Vocational Special Needs Education [Special issue], 20(3).

  42. Further Discussion • Should Older Workers and Younger Workers be Treated Differently? • How do we help everyone compensate for special needs? • Others?

  43. University of North Texas Department of Technology and Cognition P.O. Box 311337 Denton, Texas 76203-1337 Email: Jallen@unt.edu Phone: (940)565-4918 Jeff Allen To Download Presentation: www.coe.unt.edu/Allen/download.htm

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