Career development for older workers is an emerging challenge to human resource management (HRM) which aims to improve the employability of older workers and mitigate labour and skill shortage problems. This review synthesised findings from 15 studies referring to career development and HRM practices for older workers. The aims were to examine the definition of career development for older workers and factors that affect the provision of career development. The five-step scoping review process outlined by Arksey and O'Malley (2005) was followed. Results indicated that when career development is incorporated as a part of HRM practices it improved employability and retention of older workers. However, the lack of definitional clarity of what career development meant for an ageing workforce made it challenging for organisations to integrate it into their HRM practices. Further research is needed to examine implementation barriers and find ways to increase collaboration between older workers and organisations.

老年工人的职业发展是人力资源管理 (HRM) 面临的一个新兴挑战，旨在提高老年工人的就业能力并缓解劳动力和技能短缺问题。本综述综合了 15 项关于老年工人职业发展和人力资源管理实践的研究结果。目的是检查老年工人职业发展的定义以及影响职业发展的因素。遵循 Arksey 和 O'Malley (2005) 概述的五步范围审查过程。结果表明，当职业发展被纳入人力资源管理实践的一部分时，它提高了老年工人的就业能力和保留率。然而，职业发展对老龄化劳动力的意义缺乏明确的定义，这使得组织难以将其整合到其人力资源管理实践中。需要进一步研究以检查实施障碍并找到增加老年工人与组织之间合作的方法。