Over the last five years, the share of the working population above the age of 55 has drastically increased – by as much as 68.4% (Seljak, 2017). Older workers, much like the younger workers, constantly deal with changes in their work. Changes are a normal part of any work process, regardless of the industry in which a company operates. With each change, employees are expected to show a certain degree of adjustment, additional training and learning. Within the past few years, the majority of changes have been attributed to the rapid technological progress. The arrival of new digital technologies has contributed to greater responsiveness, transparency and accessibility. But, if one considers further the Baby Boomers did not grow up with new digital technologies. The arrival thereof found them when they were already in an employment relationship. This is why they need to invest more in further education, training and adjustment, which are dictated by the ever increasing pace of the work environment. Rapid technological changes have also impacted the financial sector, which includes insurance. Insurance is considered a very rigid branch of industry, with a long-lasting tradition, restricted by different legislators. The arrival of new digital technologies brought many changes to the industry. For insurance companies to be able to remain competitive and adaptable to changes, they are required to train their employees to work with new digital technologies. It is undoubtedly a challenge to train older workers to work with new digital technologies, because they did not grow up with them, as mentioned earlier. The thesis focuses on the risks and opportunities the insurance companies come across when it comes to training older workers, as well as their weaknesses, and how they can apply the existing knowledge and practices to their own advantage.
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