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With the aging of the workforce and the urgent need to adapt to new professions and new technologies, senior professional training can play a key role in boosting company performance. Numerous psychological and sociological studies have highlighted the idea of 45 as the age of professional fulfilment. However, such a rationale concerning how human talent is valued raises a number of questions, including that of return on investment. Senior employees are often refused access to vocational training or professional retraining and internal mobility because they are considered too old. Yet the stakes have never been so high. Several areas for improvement have been identified that would allow such threats to become an opportunity. One of these is for companies to adopt a policy of regular staff training early on.

How do you make the right choices when deciding to go on a training course at 45?

When you decide to go on a training course at 45, time is of the essence and you need to follow a series of steps to ensure you are making the right choice. First of all, if you want to give your career a boost, it is important to step back and answer a number of decisive questions that will help you shape your future. Which sector to focus on? Full-time or part-time training? Manual or administrative work? When reconsidering career options, it is essential for senior employee to conduct a skills appraisal test. The idea is to weigh up your strengths and weaknesses to enable an effective assessment of your future. Assessing your skills can provide the springboard to a new training programme, and may even reveal something that you may not have had time to consider before due to lack of time or energy. It will allow an employee to assess his or her prospects and provide arguments for change. These steps must be prepared well in advance to help you choose the most suitable training programme for your career.

How do companies benefit from training senior employees?

The days when employees stayed in the same job or even the same sector for their entire careers, are over. For some, reaching 45 is the time to start thinking about retirement. Others, especially those who favour the idea of life-long learning, will always find a place on diverse and varied training programmes. In the world of work, older employees are the most vulnerable as certain companies remain reluctant to offer training to this age group. Arguments often refer to the fear of a non-return on investment. And yet, having access to training is key to survival in the workplace. However, neither the employees nor their potential employers make sufficient use of the opportunities.


From the age of 40-45, employees have to start thinking seriously about their skillset and whether they are adequate for the positions on offer. Highlighting the assets of senior employees in a company and offering them appropriate training is an undeniable advantage. In terms of genuine company strategy, training increases the efficiency, reactivity and motivation of employees and allows them to maintain their employability. In addition, it improves the contribution employees make to the company by assigning them to projects with higher added value. Training personnel who are already experienced in advanced technology or the latest sector standards allows the company to face ever-growing competition and to remain ahead in the market. Training is also a way for the company to show they care about their employees, who will feel supported and aided in their careers. Furthermore, over-45s have a significant social role to play in the company by supporting and passing on their know-how to younger recruits.

What kind of career can be envisaged from the age of 45?

Whatever career choice you make, a career plan ought to follow a methodology based on three basic premises: profession, job market and skills. It is not so simple to look ahead and consider a new direction when coming to the end of a first career, but no law exists that determines the age at which you are not allowed to follow such or such a training programme. Motivation plays a decisive role in this respect. In a digital and digital transformation era, age can no longer be an obstacle to retraining.

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