Article2013

Competence, performance and trainability of older workers of higher educational institutions in Malaysia

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Retirement, Disability, and Employment Human Resource and Talent Management Human Resource Development and Performance Evaluation

Abstract

Purpose – The purpose of this paper is to investigate the competence, performance, and trainability of older workers of higher educational institutions in Malaysia. Design/methodology/approach – Survey methods were used in this study. The survey measures were adopted from Rothwell (2002) and Sarmiento et al. (2007) for performance and competence, respectively, while trainability measurements were adopted from Maurer et al. (2008). The sample of 325 respondents consisted older workers in the higher education sector aged between 55 and 60 years old. Findings – Based on the assessments made by the older workers themselves and their superiors, it is found that the older workers are competent, performing well, and are trainable. The administrative older staff, however, were rated lower by the superior as compared to the academic older staff. This may be due to the fact that most of the assessors are academicians. Regardless of the category of the staff, performance of older workers is positively related to their competence and trainability. Research limitations/implications – Competence and trainability are important factors as they are found related to performance. This study focuses on education sector. It would be interesting to include older workers from other sectors because the education sector is perceived to be less physically demanding. Practical implications – This study provides valuable insights into considering of revising the retirement age of academician in higher education sector even higher. Age seems to be an advantage to this group of employees. Originality/value – This study is unique and significant because it focuses on important sector, i.e. higher education. It would reduce the knowledge gap in performance management of older workers especially in higher education sector.

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References

2007Managing the human resources 2008Older workers' motivation to continue to work: five meanings of age 1999Job satisfaction of older workers 2003Never the Right Age? Gender and Age‐Based Discrimination in Employment 1994Effects of conceptions of ability on anxiety, self-efficacy, and learning in training.1992EFFECTS OF FEEDBACK AND COGNITIVE PLAYFULNESS ON PERFORMANCE IN MICROCOMPUTER SOFTWARE TRAINING 2003Age and individual productivity: a literature survey 2008Aging and Human Performance

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