Can the Workplace really be described as a place of learning?

Students have very different experiences of the workplace as a site of This will form the theoretical framework for an investigation of . The starting point of work -based learning and education may be defined differently.
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Some of the key benefits of?? The working environment that such diversity management initiatives will produce will also be beneficial to employees. Some of these benefits include:. But what does it really mean to ensure that all employees are treated equally and have the same access to promotion and progression within an organisation? Most commonly, the term?? In simple terms, equal opportunity is about addressing the?? Many organisations have their own equal opportunities policy.

Understanding Equality And Diversity In The Workplace

In it should be described the steps the organisation will take to abide by equality legislation such as those listed above and promote equality in the workplace. Organisations must follow certain procedures for recruitment in order that all applications are treated appropriately and fairly, and that nobody is rejected because of their race, gender, sexuality or any other discriminatory reason. Equal opportunities for promotion should always be made available to all staff, and no employee should be restricted from promotional opportunities because of their colour of skin, religion, gender or any other discriminatory reason.

These discussions can be undertaken on a one-to-one basis, or in front of a panel if the employee so wishes, such as at appraisals and personal reviews. When it comes to pay, under the laws of equality, no employee should be paid any more or any less than any one of their colleagues who are performing the same role due to their age, gender, religion, sexuality or any other discriminatory reason.

However, it should here be noted that under some circumstances there becomes a legitimate reason for differences in pay between employees who are undertaking the same job role. For example if somebody has been with the company for a longer period of time, or has more experience or qualifications.

The Importance of Training and Development in the Workplace

The need to train newly recruited people depends on the learning outcomes of initial education. Evidence suggests that there is less need in countries with traditional apprenticeships. Some countries — like Sweden — prefer to refer to the target groups, i. Most countries offer formal adult education and training programmes that lead either to the same qualifications as those offered in initial VET or to specially designed ones.

Programmes are either open to young and mature learners or explicitly designed for adult learners or people in employment. Generally, however, formal education and training accounts for only a small share of CVET. Different types of CVET may be distinguished according to the purpose of the training 5.

Portugal, for instance, aims at raising the minimum attainment levels of its population to upper secondary education and training.


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The recently agreed Austrian lifelong learning strategy, for instance, includes several objectives that relate to CVET: The social partners play a major role in CVET, which is characterised by a wide variety of different actors and responsibilities at different levels. They co-shape and help implement strategies and policies and co manage training funds or support enterprises or employees, as union learning representatives do in the UK. They also act as training providers, as is the case in Austria, for example, where the largest CVET providers are social partner institutions.

Employers are the most important providers of non-formal learning in many countries. The commitment of businesses to training appears to reflect other trends: Training provision also varies by company size. While large enterprises tend to have human resource units and systematically pursue training policies, SMEs have more limited capacities and resources for developing a training strategy. However, this link between size and training propensity does not apply in all countries.

While much of CVET organised by companies takes place in form of courses, the workplace itself plays a fundamental role as learning provider, and as a stimulus for further learning. On-the-job training contributes to upgrading skills that are particularly important for specific jobs or specific work environments, emphasising a learning-by-doing approach. The learning potential of a company depends on a number of related factors: A work organisation that embeds learning in tasks helps to create a learning culture in the enterprise.

Challenging tasks, which involve decision-making, problem solving, judgement, peer learning and applying new knowledge, reflect the breadth and diversity of learning in the workplace. Reiterative work patterns not only inhibit learning but, in the long run, have a deskilling effect. However, enterprises may lack the expertise to transform their work organisation into one that stimulates learning, and may require external support.

National and sectoral skills development strategies would need to address this issue. To enable employees to become much more proficient in a particular field, work-based learning needs to be combined with more structured and systematic learning. Adults need to have an adequate mix of knowledge, skills and competence, which will help them to remain in employment. Special attention should be paid to skills that are common to a wide range of jobs, lay the foundations for further learning and improve employability.

Yet company training tends to focus on job-specific skills and not on improving employability through competences that can be transferred between different working environments and even occupations.

The Importance of Training and Development in the Workplace

However, a number of national programmes and sectoral initiatives are encouraging enterprises to provide their staff with the key competences that help them adjust to changes in work organisation and open the way to further learning. An example of such a scheme is like the Flemish Competence Agenda , jointly approved by the government and the social partners. A lack of awareness of training needs is a fundamental barrier to skill development in enterprises.

As the Continuing training survey revealed, most enterprises that do not provide training do not see the need to do so and believe that staff is adequately skilled for work.

The Science of Productivity

To be more effective, financial incentives and training provision will need to be accompanied by adequate support for the assessment of skills needs at the enterprise and sector levels. Businesses will also need to be made aware of the returns on their investment in training.

Employees might be more likely to stimulate and implement innovation. As the evidence shows, employer-provided training enhances process and product innovation and growth and productivity. Increased productivity and adherence to quality standards — Productivity usually increases when a company implements training courses.

Increased efficiency in processes will ensure project success which in turn will improve the company turnover and potential market share. Increased innovation in new strategies and products — Ongoing training and upskilling of the workforce can encourage creativity. New ideas can be formed as a direct result of training and development. Reduced employee turnover — staff are more likely to feel valued if they are invested in and therefore, less likely to change employers.

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Training and development is seen as an additional company benefit. Recruitment costs therefore go down due to staff retention.


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Enhances company reputation and profile — Having a strong and successful training strategy helps to develop your employer brand and make your company a prime consideration for graduates and mid-career changes. Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills. Training can be of any kind relevant to the work or responsibilities of the individual, and can be delivered by any appropriate method. For example, it could include: On-the-job learning Mentoring schemes In-house training Individual study Blended learning is becoming more and more popular and as a company we have seen a definite increase in this method of training over the last year.

Blended Learning is the effective combination of online learning and classroom learning.