According to the competency model of aging, aging workforces can be considered an asset that needs to be addressed with a life-span oriented human resources development. Correspondingly, qualification of older workers for cyber-physical systems is not a contradiction if relevant topics such as an approving organizational culture of age diversity, age management leadership skills and the specific learning conditions are considered. The possible win-win effects of older workers in a smart manufacturing setting are discussed and embedded in a framework model for smart learning.
