Hence, there is enormous potential for adult education and training opportunities for them.
Keeping in view the above scenario, the dilemma lies in how to steer educational and training efforts of adults towards helping the older adults (baby boomers) maintain their skills at workforce. A training need analysis would reveal that there are three key aspects involved in doing so: preparing the in-service, current pre-professional and paraprofessional educational and training opportunities, training certifications, funding and cultural issues as well as issues in climbing up the corporate ladder (New York State Office for Ageing, 2011). Research also shows that the baby boomers tend to be more ethnically diverse and have higher education level than preceding generations (New York State Office for Ageing, 2011). Shortages in labor supply are likely to result as people providing ole age care will be simultaneously retiring in large numbers. According to research conducted by Association of Gerontology in Higher Education (AGHE), certification is likely to broaden ones horizon of employment opportunities by clarifying responsibilities of the employee and ensuring that the jobs add value to one’s career path (New York State Office for Ageing, 2011). The fact that those aged 85 and above are the ones growing at the fastest pace has put further pressure on the adult population to develop its capabilities for healthcare of these individuals (New York State Office for Ageing, 2011). The baby boomers need the most care in daily activities and personal care putting pressure on the demand for workers trained in gerontology and geriatrics. Therapies concerning rehabilitation, in particular, occupational, physical and speech therapy are facing acute shortages (New York State Office for Ageing, 2011). Therapists are inclined to select employment opportunities that best cater to their needs and interests and are often not necessarily the ones deserving the most ...Show more