Abstract
In Germany, as almost everywhere in the world, the working population is aging. It is predicted that in the year 2020 almost 40 percent of the working population will be more than 50 years old.1 This demographic change in the labor force calls for action: The aging workforce needs to be kept up to date with modern technologies and developments. Investments in human capital become an unavoidable expense. Lifelong learning will be inevitable. This seems to provide challenges for governments, firms, and employees, which — at least in Germany — are not yet been met.