Betriebliche Weiterbildung Älterer als Strategie zur Sicherung des Fachkräftebedarfs
JOURNAL ARTICLE
Cite JOURNAL ARTICLE
Style
Format
Betriebliche Weiterbildung Älterer als Strategie zur Sicherung des Fachkräftebedarfs
Sozialer Fortschritt, Vol. 60 (2011), Iss. 8 : pp. 168–175
11 Citations (CrossRef)
Additional Information
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.
Cited By
-
Handbuch Diversity Kompetenz
Diversity Kompetenz und demografischer Wandel aus arbeitsökonomischer Perspektive
Bellmann, Lutz | Leber, Ute2016
https://doi.org/10.1007/978-3-658-08594-0_13 [Citations: 0] -
Praxishandbuch Eingliederungsmanagement
Ältere Beschäftigte und Eingliederungsmanagement
Stein, Margit | Schank, Christoph2017
https://doi.org/10.1007/978-3-658-07462-3_49-1 [Citations: 1] -
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: 7] -
Handbuch Diversity Kompetenz: Perspektiven und Anwendungsfelder
Diversity Kompetenz und Demografischer Wandel aus arbeitsökonomischer Perspektive
Bellmann, Lutz | Leber, Ute2015
https://doi.org/10.1007/978-3-658-08003-7_13-1 [Citations: 0] -
On Government‐Subsidized Training Programs for Older Workers
Dauth, Christine | Toomet, OttLABOUR, Vol. 30 (2016), Iss. 4 P.371
https://doi.org/10.1111/labr.12082 [Citations: 11] -
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: 6] -
Betriebliche Weiterbildung für benachteiligte Gruppen. Förderliche Bedingungskonstellationen aus institutionentheoretischer Sicht
Wotschack, Philip | Solga, HeikeBerliner Journal für Soziologie, Vol. 24 (2014), Iss. 3 P.367
https://doi.org/10.1007/s11609-014-0254-7 [Citations: 12] -
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: 9] -
Qualifizierung von Beschäftigten in einfachen Tätigkeiten und Fachkräftebedarf
Bellmann, Lutz | Dummert, Sandra | Ebbinghaus, Margit | Krekel, Elisabeth M. | Leber, UteZeitschrift für Weiterbildungsforschung, Vol. 38 (2015), Iss. 2 P.287
https://doi.org/10.1007/s40955-015-0022-0 [Citations: 12] -
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: 22] -
Job tasks and the participation of low-skilled employees in employer-provided continuing training in Germany
Mohr, Sabine | Troltsch, Klaus | Gerhards, ChristianJournal of Education and Work, Vol. 29 (2016), Iss. 5 P.562
https://doi.org/10.1080/13639080.2015.1024640 [Citations: 16]
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.