Older workers are one of the fastest growing groups in the American workforce. Over the next 10 years, the percentage of workers aged 45 and over will rise from 31 to 40 percent. Yet older workers are often the most unprepared for massive changes in the workplace, especially change involving computers and other technologies. As the shift from a manufacturing-based to an information-sector economy continues, it is this group that is often hardest hit by downsizing and layoffs.

The results of a report prepared by the Radcliffe Public Policy Institute on the training of older workers will be released at a breakfast meeting of business leaders and older workers' advocates to be held at the Harvard Faculty Club on Monday, March 24, at 8:30 a.m. "Training Older Workers for the Future," a report in the Institute's Changing Work in America series, was commissioned by the United States Department of Labor.

"American companies cannot hope to stay competitive if they ignore the skills needs of such a significant segment of the workforce," said Paula Rayman, the director of the Radcliffe Public Policy Institute and a member of the Massachusetts Jobs Council. "Older workers know that they must continually upgrade their skills if they want to stay employable in this rapidly changing market."

Speakers will include Kathy Burnes, economic security representative at the American Association of Retired Persons' (AARP) Northeast Regional Office; Raymond Poet, the operations director of the employment and training administration of the Boston office of the Department of Labor; Penny Locey, manager of executive career development with Polaroid; and Gerry Hudson-Martin, director of technical training with John Hancock.

With the help of the AARP, Northeast Regional Office, the Institute conducted a series of focus groups with workers aged 45 and over from Boston-based companies -- including a large manufacturing company, a university, and a state office. They also held focus sessions with job trainers, supervisors, and human resources professionals.

According to the report, the best training programs:

* arise from a strong corporate commitment and are fully integrated with the company's goals;

* incorporate employees' input and experience into their designs;

* correspond to the worker's skill level and job requirements;

* build in rewards; and

* create opportunities to apply newly acquired skills on the job.

"The focus group participants told us they would value receiving more information about long-term strategic goals from their employers," said AARP's Burnes. "If they know where the organization is headed, especially in terms of technological needs, they'll work with their employers to make sure they have the skills to help the organization get there."

Copies of the report will be available March 21. For a copy, call Nancy Waters at the Radcliffe Public Policy Institute at 496-6797.