Learning at work

This article summarizes the benefits of work related learning.

Why does learning work?

The Scottish Government is keen to encourage everyone to participate in lifelong learning. If every one has the chance to learn the whole of society benefits because, Scotland’s citizens have the confidence, knowledge and skills to take an active role in economic, social and civic life.

The Scottish economy benefits because:

·         we can deal with the skills gap and the productivity gap between us and our major economic competitors

·         a more flexible and adaptable workforce ensures more effective use of  people’s knowledge and skills

·         the quality of learning supply improves in line with national occupational standards.

Employers find that encouraging staff to continue with their learning can lead to:

·         improved performance

·         a more highly motivated work force

·         satisfied customers.

Individuals can benefit by gaining:

·         personal fulfilment and self confidence

·         the skills, knowledge and competencies to help them progress in their careers.

However, employees’ experience of learning at work does vary because:
 

·         organisations vary in their commitment to training and employee development

·         there may not enough time in the working day for training

·         there may not enough money in the budget

·         there are problems with cover for staff absent on training

·         managers and staff are unaware of the range of learning opportunities available.

What learning at work might involve

There is no law which says that employers must provide any kind of training or learning for their employees. However, most organisations provide some kind of induction training to welcome new recruits and help them to fit in.

When you start a new job you can expect the induction programme to include information such as:

·         what your job is and how it fits into the rest of the organisation

·         an introduction to your colleagues and immediate boss

·         where to find facilities such as cloakrooms, toilets, canteen and first aid

·         details of company arrangements for holidays, sick leave and payment of wages or salary

·         company rules

·         health and safety procedures and hazard awareness.

Support for learning at work

Organisations which encourage staff to learn are also likely to use induction as a starting point for:

·         identifying an individual employee’s ongoing training needs

·         deciding how to meet these needs.

Firms may use a variety of sources for advice and support such as:

·         the Sector Skills Council (SSC) for the industry concerned

·         Scottish Enterprise, including the Business Gateway

·         the appropriate professional or trade association for the job.

Employers may also develop their provision by aiming for national quality standards such as Investors in People. This is a framework for the continuous development of the work force in line with business goals.

A significant number of companies adopt the principles of being a Learning Organisation, encouraging employees at all levels to improve their personal skills and qualities.

Learning organisations:

• encourage creativity
• remove barriers
• promote understanding and communication within an organisation.

Employees and learning

As an employee you may be learning for a variety of reasons, such as:

·         you need to get qualifications or skills to enable you to do your job

·         you need to update or improve your qualifications or skills

·        you want  personal development

·         you want to get on in your job or go for promotion

·         you want to change jobs

·         you are preparing for retirement.

Depending on your job you could be learning:

·         informally: on the job, at your workplace, doing training for the job you do

·         formally: aiming for an external, possibly nationally recognized, qualification.

You could be learning in a variety of ways which include:

·         in-house, using internal resources

·         at a college or training centre, possibly part-time, for example by going to an evening class, day release, block release or through flexible learning

·         on line learning

·         distance learning.

Your employer may support you by:

·         giving you time off to study part time

·         paying your college or exam fees

·         letting you have exam leave or study leave

·         giving rewards and incentives to encourage you.

If you are aiming for a nationally recognised qualification the range includes:

·         SQA qualifications such as Scottish Vocational qualifications (SVQs), Scottish Progression Awards (SPAs) or Professional Development Awards (PDAs)

·         external organisations such as City and Guilds

·         professional bodies such as the Institute of Chartered Accountants of Scotland

·         academic qualifications such as degrees.

Contacts for help, advice and further information

If you feel that you would like to continue with learning in your current job you should in the first instance discuss your options with your supervisor or line manager.

If you are a member of a trade union, you can also consult your Union Learning Representative who can advise you about your training and learning needs.

If you want to discuss your learning and career plans with a careers adviser you should contact your local Careers Scotland Centre.

National Learning at Work Day will take place on Thursday 14th May 2009 as part of Adult Learners Week.