Introduction
The aging of the global population has economic consequences, one of which is the decline of GDP per capita growth, leading to insufficiency of retirement pensions, causing a desire among older adults to re-enter the workforce. A key challenge after retirement is the outdated skills of older workers, which limit their job opportunities. Developed countries have addressed this issue by implementing vocational training programs for older adults, such as the Senior Community Service Employment Program (SCSEP) in the United States and the program provided by the Silver Human Resource Centers in Japan. In Iran, however, no structured programs have been implemented so far. Given the individual differences in the older population and the limited generalizability of findings from other countries to Iran’s cultural context, this study aims to identify the strategies and barriers to job skills training for older workers in Iran.

Materials and Methods
This qualitative study used a conventional content analysis approach to explore the perspectives of retired people and employers in Tabriz, Iran, regarding job skills training for re-employment of older people. Data were collected through 31 semi-structured interviews with 20 retirees and 11 employers from November 2023 to July 2024. The inclusion criteria for retirees were age ≥55 years, being a member of the Tabriz Social Security Retired Workers Association, not having debilitating diseases, at least 1 year having passed since retirement, and having minimal literacy. Exclusion criteria were having cognitive problems (based on the Abbreviated Mental Test) and unwillingness to continue the interview. The inclusion criterion for employers was being a qualified employer based on the Iranian labor law, and the exclusion criterion was unwillingness to continue the interview. Participants were selected using purposive sampling. Interviews were conducted in locations chosen by participants, including retirement centers, workplaces, and homes. Each interview lasted 20-75 minutes.
Data analysis was done based on Lundman and Graneheim’s content analysis method. After immersion in the data, initial codes were developed, and similar codes were grouped into subcategories. These subcategories were then organized into main categories. Trustworthiness of the data was ensured using the credibility, confirmability, dependability, and transferability criteria. Credibility was determined through member checking and peer review. To improve confirmability, all research steps were documented transparently, and audio recordings and transcripts were reviewed by participants. Dependability was determined by allowing other researchers to review the data and confirm the categories. Transferability was addressed by including a diverse sample in terms of age, education, and gender, and by providing detailed descriptions of participants.

Results 
After analyzing 277 initial codes, the findings were classified into 21 subcategories, 7 sub-themes, and 2 main themes. 
The first main theme was the barriers to job skills training for retirees. In this theme, two sub-themes were individual barriers and cultural barriers. In the individual barriers sub-theme, the subcategories included changes in learning ability with aging, financial constraints, scientific constraints, and time constraints. Participants reported reduced cognitive capacity, resistance to learning, low pensions limiting the ability to pay for training programs and transportation, low literacy, and a lack of time due to work or family responsibilities. In the cultural barriers sub-theme, the subcategories included age stereotypes and a lack of social motivation. Age stereotypes led retirees to internalize negative beliefs about their capabilities, causing them to believe they were not eligible or welcome in training programs. Additionally, participants noted a lack of incentives and societal encouragement to engage in learning, which further diminished their motivation.
The second main theme was strategies for job skills training of retirees, from which five sub-themes emerged: educational support, efficient educational models, appropriate educational content, appropriate educational space, and required human resources. Regarding educational support, retirees highlighted strengthening the learning culture post-retirement, strengthening the information network, financial support, and improving accessibility. In the efficient educational models sub-theme, the subcategories included practical training and internship, short and flexible training time, and education by peers. In terms of appropriate educational content, participants highlighted literacy and language skills, technology skills, self-employment skills, and self-care skills. Appropriate educational space included vocational training centers and senior centers. Finally, regarding human resources, participants highlighted a need for occupational and health trainers. These strategies reflect a holistic approach to empowering retirees for re-employment post-retirement, considering their physical, cognitive, and social circumstances.

Conclusion
The findings of this study revealed that retired workers in Iran face multiple barriers to job skills training, which can be categorized into personal (changes in learning ability with aging, financial constraints, scientific constraints, time constraints) and cultural (age stereotypes, lack of social motivation) levels. To address these challenges, the study identified five key strategies: (1) educational support through strengthening the learning culture after retirement, strengthening the information network, financial support, and improving accessibility; (2) use of efficient educational models such as practical, short-term, and peer-delivered programs; (3) use of appropriate educational content focusing on literacy, language, technology, self-employment, and self-care skills; (4) use of appropriate educational space such as vocational training centers and senior centers; and (5) recruitment of staff such as occupational trainers and health experts. These measures can provide the basis for the empowerment and active participation of retirees in career development activities.

Ethical Considerations
Compliance with ethical guidelines
This study was approved by the Ethics Committee of Tabriz University of Medical Sciences (Code: IR.TBZMED.REC.1402.216). For ethical considerations, informed consent was obtained from all participants after explaining the study objectives to them, and their confidentiality was ensured. They could leave the study at any time, and a small gift was given to them for appreciation.

Funding
This article was extracted from the PhD dissertaion of Aysan Amrahi Tabieh, approved by the Department of Geriatric Health, Faculty of Health Sciences, Tabriz University of Medical Sciences, Tabriz, Iran. This Study funded by Tabriz University of Medical Sciences. 

Authors' contributions
All authors contributed equally to the conception and design of the study, data collection and analysis, interpretation of the results, and drafting of the manuscript. Each author approved the final version of the manuscript for submission.

Conflicts of interest
The authors declare no conflicts of interest.

Acknowledgments
The authors would like to thank all participants, as well as the Tabriz Social Security Retired Workers Association and Tabriz University of Medical Sciences for their valuable support and cooperation in this research.

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