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CHAPTER 6
Intergenerational learning in organisations – A research framework 113

lesser role due to the knowledge management perspective:
(a) existing policy analysis: there is little or no exploratory research on what
knowledge transfer and retention strategies organisations actually have
developed in regard to an ageing workforce. This is important to begin
developing structured comparisons and methodologies for evaluative
research on effectiveness of strategies;
(b) evaluating the effectiveness of policies: linking knowledge management
initiatives to results – improved innovation, increased organisational
capacity, etc. – is difficult. New methods for understanding effectiveness
of initiatives are needed to show if they are valuable;
(c) new research methodologies for understanding knowledge retention
policies: Stam (2010) structured comparisons among firms who use
specific interventions to elicit and retain expert knowledge from leaving
employees. In the research, he used a specific methodology for trying to
show understanding of how interventions worked and the mechanisms
behind their working. However, this was a first attempt at using that
particular methodology and needs further work;
(d) new interventions for stimulating knowledge transfer and retention:
prescriptive, design-based research can be done here as well, leading to
practical knowledge about how organisations can transfer and retain
crucial knowledge older employees have.

6.4. Theme three: (intergenerational) learning
and organisational capacity building

Using older workers to develop organisational capacity is the focus of this
research framework. To remain competitive, organisations need continually
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to develop and build capacity ( ). This is done in different ways. For example,
organisations might invest in knowledge management systems, or try forging
strategic alliances to gain important knowledge for developing new products
or services. Or perhaps organisations invest in human resource development
trajectories, such as (re)training schemes for improving (technical) skills.
Another way is through learning. Organisations build capacity by developing
new competences needed to remain competitive. This form of organisational

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( ) This is true for both private and public sectors; while the former strives for increased market share
and competitive advantage, the latter strives for more effectiveness, usually as a result of decreasing
budgets.