The working environment is affected by the continuous process of change. Due to the incessant technological development, intensifying the need for innovation in companies, the consequences of the progressing knowledge-based society as well as globalisation with its increasing demand for mobility and flexibility, organisations are forced to adapt their human capital to the changing environment. In the past, these challenges were solved in many cases by hiring young professionals and keeping the focus on a youth-centric personnel policy. Against the background of the demographical transition, which is noticeably increasing the average age, companies have started abandoning youth-centric strategies. In future, encouragement of the employability of older workforce will play a key role. Based on the conflict potential resulting from those changes and the lack of target group orientated qualification measures, the following research question arises for the master thesis: Which measures of human resource development can contribute to the encouragement of the employability of older employees? To illustrate the currency of the topic, the first chapter will concentrate on the overview of the change in the working environment. The subsequent chapter will deal with older employees and their performance as well as the potential for development. Furthermore, the concept of employability and the reciprocal responsibility between individuals and companies will be explained. The following chapter will emphasise on the association of the employability encouraging personnel development with an age-appropriate personnel development followed by an elaboration on the age-appropriate didactic. Finally, a concrete selection of age-appropriate measures for personnel development of older employees with respect to company- and work-related learning fields will be carried out.