TY - JOUR

T1 - Capacity for Competence Development

T2 - Unlocking Potential for Lifelong Learning in Later Working Life

AU - Wulff, Anna Lyngdal

AU - Lassen, Aske Juul

PY - 2024

Y1 - 2024

N2 - The retention of older workers has become a key policy issue inEuropean welfare states. Consequently, there is an increasedfocus on how lifelong learning, or continued competence development,can extend working life. This article explores thedynamics of competence development among employeesaged 55 years and older regarding their learning practices andattitudes toward competence development, based on qualitativefieldwork conducted in nine governmental workplacesacross Denmark. To gain a comprehensive understanding ofthe factors that influence willingness to participate in competencedevelopment, the article introduces the analytical framework“capacity for competence development” and highlightsfive factors that influence this capacity: time, economy, learningculture, energy, and purpose. The article argues that (non)participationin competence development is not static and is notsolely the responsibility of employees or managers. Rather, it isco-produced by complex workplace dynamics, including policies,age stereotypes, as well as ways of organizing work andlearning. In conclusion, the article emphasizes the potential forcompetence development and suggests that most employeesaged 55 years and older want to participate but await the rightcircumstances. Their participation could be enhanced throughan increased focus on the five identified factors in the capacityfor competence development.

AB - The retention of older workers has become a key policy issue inEuropean welfare states. Consequently, there is an increasedfocus on how lifelong learning, or continued competence development,can extend working life. This article explores thedynamics of competence development among employeesaged 55 years and older regarding their learning practices andattitudes toward competence development, based on qualitativefieldwork conducted in nine governmental workplacesacross Denmark. To gain a comprehensive understanding ofthe factors that influence willingness to participate in competencedevelopment, the article introduces the analytical framework“capacity for competence development” and highlightsfive factors that influence this capacity: time, economy, learningculture, energy, and purpose. The article argues that (non)participationin competence development is not static and is notsolely the responsibility of employees or managers. Rather, it isco-produced by complex workplace dynamics, including policies,age stereotypes, as well as ways of organizing work andlearning. In conclusion, the article emphasizes the potential forcompetence development and suggests that most employeesaged 55 years and older want to participate but await the rightcircumstances. Their participation could be enhanced throughan increased focus on the five identified factors in the capacityfor competence development.

U2 - https://doi.org/10.1080/08959420.2024.2349492

DO - https://doi.org/10.1080/08959420.2024.2349492

M3 - Journal article

JO - Journal of Aging and Social Policy

JF - Journal of Aging and Social Policy

SN - 1545-0821

ER -