The goal of this paper is to outline resource-oriented strategies which may help practitioners provide training that caters for the needs of older workers. Building on resource-oriented frameworks, we review research that directly or indirectly examines the relationship between age and training performance. We identify three personal and three organizational resources which support training performance and participation. The personal resources comprise prior experience, individual characteristics and personal strategies. The organizational resources comprise providing room for time control and autonomy in training, supporting learning-inclined team climates and participative training designs. Practical recommendations focus on personal and organizational resource assessments and personal and structural interventions to optimize resource constellations at the personal and organizational level.