Adult Educational and Training Opportunities - Essay Example

The key characteristic of the retiring baby boomers is the fact that their quality of life (and health in particular) is highly correlated with the way they live (Kelch & Harris, 2000). In some states ( such as California) this population is highly diverse which results in differences regarding level of high school completed, status of previous jobs, marital status and parenthood status (Kelch & Harris, 2000). Research has proven that baby boomers who approach the retiring age of 65 often find themselves in good health and willing and able to work (Kelch & Harris, 2000).

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 attention. However, factors such as educational qualifications, including prior clinical experience in geriatric, along with lucrative salaries and chances of promotion increase the probability that these therapists end up working with older adults. Geropsychologists are the ones in highest demand, but unfortunately shortest in supply (New York State Office for Ageing, 2011).

These are clinical psychologists who are trained to serve the needs of the retiring population (particularly the elderly) (New York State Office for Ageing, 2011). Depression, insomnia, anxiety, stress and dementia are amongst the most common problems accompanying people of the retiring age which these Geropsychologists are trained to handle (New York State Office for Ageing, 2011). Research proves that the older people with mental disabilities are denied access to proper treatments at a higher rate compared to younger people with same disabilities (New York State Office for Ageing, 2011).

Furthermore, students specializing in clinical psychology face the challenge of hunting for internships in aging owing to dearth of geriatrics training infrastructure (New York State Office for Ageing, 2011). Yet, the demand for Geropsychologists is expected to increase in coming years due to the retiring baby boomers. To conclude, for whatever reason the baby boomers retire (either voluntarily or involuntarily) they are likely to fins substitutes for full time employment. This demographic trend of an ageing population will put pressure on the increased need to retain and support workers, over and above their traditional post retirement period.

It is imperative for the States of these nations to strengthen the training base in this case by training people to cater to low income and less-advantaged sections, evaluation of cultural appropriateness and affordability of training programs, retraining older segments in line with contemporary job needs, providing incentives to organizations to employ older workers and make them feel valued and finally adopting a coherent set of state policies that are consistent with the inclusion of older people in public training programs.

References: Kelch, D. R., & Harris, K. A. (2000). Policies Must Improve Work, Retirement Options for a Diverse Baby Boomer Population. Exploring Connections Between Work & Health , 1-8. New York State Office for Ageing. (2011). Empowering Communities for Successful Ageing. Retrieved May 13, 2011, from New York State Office for Ageing: http://www.aging.ny.gov/ReportsAndData/WorkforceEducation/Introduction.cfm