ABSTRACT
This chapter looks at some of the most common methods which can be used to deliver learning and development interventions for a mixed generational workforce, given the changing landscape of learning provision. Training is usually instructor-led, a content-based intervention designed to lead to skills or behaviour change. It is often considered as a one-off event designed to deal with one particular identified shortfall. Development is usually about a longer-term process, where new skills and knowledge are acquired over time and via a number of different methods. Learner needs, experience, and perceptions will all have to be factored in. Many employers will wish to ensure that the experience of older staff is factored in where relevant although even this group may themselves require some development depending on job role and the level at which they have been brought into the operation. A key decision for many employers is the extent to which internal versus external learning and development is on offer.
