The primary objective of this project was to proactively support experienced logistics personnel aged 50 and over in adapting to digital transformation. Digital transformation refers to the profound changes impacting the economy and society due to digital technologies. We sought to enhance their practical digital skills to ensure their long-term employability and integrate their professional experience with new digital requirements. Concurrently, we aimed to provide companies with practical tools to actively address the skilled labor shortage by upskilling existing employees instead of replacing them. Upskilling improves employees’ professional capabilities and knowledge. On a structural level, we aimed to develop a scalable and transferable training model applicable across Europe. This model is age-appropriate, flexible, digitally accessible, and intended to serve as a sustainable reference for future qualification initiatives within the logistics sector.
We submitted this project proposal acknowledging the intensive digitalization within the logistics sector, a process that frequently overlooks experienced employees aged 50 and older. This demographic possesses crucial practical and process expertise but confronts escalating digital demands. Several essential requirements informed our approach: the necessity for digital training that is age-appropriate, practice-oriented, clearly communicated, modular in structure, and allows for flexible pacing; the imperative to value existing experience rather than adopting a deficit-based perspective; and the requirement for businesses to retain and specifically advance qualified staff. Moreover, we prioritized adaptable learning structures (blended learning, concise modules, interactive instruments) and the European transferability of outcomes. Consequently, the project addresses a tangible challenge and delivers lasting advantages for both employees and organizations.