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Betriebliche Weiterbildung Älterer als Strategie zur Sicherung des Fachkräftebedarfs

Bellmann, Lutz | Leber, Ute

Sozialer Fortschritt, Vol. 60 (2011), Iss. 8: pp. 168–175

11 Citations (CrossRef)

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Article Details

Author Details

Bellmann, Prof. Dr. Lutz, Institut für Arbeitsmarkt- und Berufsforschung, Regensburger Straße 104, 90478 Nürnberg.

Leber, Dr. Ute, Institut für Arbeitsmarkt- und Berufsforschung, Regensburger Straße 104, 90478 Nürnberg.

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    Diversity Kompetenz und demografischer Wandel aus arbeitsökonomischer Perspektive

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    2016

    https://doi.org/10.1007/978-3-658-08594-0_13 [Citations: 0]
  2. Praxishandbuch Eingliederungsmanagement

    Ältere Beschäftigte und Eingliederungsmanagement

    Stein, Margit | Schank, Christoph

    2017

    https://doi.org/10.1007/978-3-658-07462-3_49-1 [Citations: 1]
  3. Unter welchen Bedingungen bilden Betriebe an- und ungelernte Beschäftigte weiter?

    Wotschack, Philip

    Zeitschrift für Soziologie, Vol. 46 (2017), Iss. 5 P.362

    https://doi.org/10.1515/zfsoz-2017-1020 [Citations: 4]
  4. Handbuch Diversity Kompetenz: Perspektiven und Anwendungsfelder

    Diversity Kompetenz und Demografischer Wandel aus arbeitsökonomischer Perspektive

    Bellmann, Lutz | Leber, Ute

    2015

    https://doi.org/10.1007/978-3-658-08003-7_13-1 [Citations: 0]
  5. On Government-Subsidized Training Programs for Older Workers

    Dauth, Christine | Toomet, Ott

    LABOUR, Vol. 30 (2016), Iss. 4 P.371

    https://doi.org/10.1111/labr.12082 [Citations: 7]
  6. Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

    Wotschack, Philip

    International Journal of Training and Development, Vol. 24 (2020), Iss. 3 P.245

    https://doi.org/10.1111/ijtd.12195 [Citations: 2]
  7. Betriebliche Weiterbildung für benachteiligte Gruppen. Förderliche Bedingungskonstellationen aus institutionentheoretischer Sicht

    Wotschack, Philip | Solga, Heike

    Berliner Journal für Soziologie, Vol. 24 (2014), Iss. 3 P.367

    https://doi.org/10.1007/s11609-014-0254-7 [Citations: 8]
  8. Exploring the (Missing) Gender Training Gap in Germany: The Role of Organizations and Sectors in Continuing Training Participation

    Wotschack, Philip

    Social Politics: International Studies in Gender, State & Society, Vol. 26 (2019), Iss. 3 P.444

    https://doi.org/10.1093/sp/jxy021 [Citations: 4]
  9. Qualifizierung von Beschäftigten in einfachen Tätigkeiten und Fachkräftebedarf

    Bellmann, Lutz | Dummert, Sandra | Ebbinghaus, Margit | Krekel, Elisabeth M. | Leber, Ute

    Zeitschrift für Weiterbildungsforschung, Vol. 38 (2015), Iss. 2 P.287

    https://doi.org/10.1007/s40955-015-0022-0 [Citations: 8]
  10. When Do Companies Train Low‐Skilled Workers? The Role of Institutional Arrangements at the Company and Sectoral Level

    Wotschack, Philip

    British Journal of Industrial Relations, Vol. 58 (2020), Iss. 3 P.587

    https://doi.org/10.1111/bjir.12503 [Citations: 3]
  11. Job tasks and the participation of low-skilled employees in employer-provided continuing training in Germany

    Mohr, Sabine | Troltsch, Klaus | Gerhards, Christian

    Journal of Education and Work, Vol. 29 (2016), Iss. 5 P.562

    https://doi.org/10.1080/13639080.2015.1024640 [Citations: 9]

Abstract

Further Training for older Employees as a Response to skilled Labour Shortages

Establishments have different opportunities to overcome a shortage of skilled workers. One of these strategies is to retain older, qualified employees in the workforce. In order to maintain their employability and to adapt their skills to changes of the working environment, further training is an important requirement. This article investigates firms' training activities for older workers. It pays particular attention to the potential impact of difficulties in finding qualified workers. Empirical analysis, which draws on the IAB establishment panel, shows that firms that cannot meet their skill needs on the external labor market are more likely to offer further training to their older employees than firms without such difficulties.