Learning at work

This article summarizes the benefits of work related learning.

Why is learning at work a good idea?

The Scottish Government is keen to encourage everyone to participate in lifelong learning. If everyone has the chance to learn, the whole of society benefits, because our 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 skills productivity gaps, improving our competitiveness

·         a flexible, adaptable workforce makes better use of our knowledge and skills

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

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

·         improved performance and higher productivity

·         a more committed, more highly motivated work force

·         more satisfied customers.

Individuals can benefit by gaining:

·         personal fulfilment and self confidence

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

Employees’ experience of learning at work varies because:
 

·         organisations vary in their commitment to training

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

·         there may not enough money in the budget

·         there can be problems with cover for staff who are away on training

·         managers and staff are unaware of all the 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 induction training to welcome new recruits and help them to fit in. When you start a new job you can expect to do a short induction programme, including:

• an introduction to your colleagues and immediate boss

• what your job is and how it fits into the organisation
• where to find facilities such as cloakrooms, toilets, canteen and first aid
• details of holidays, sick leave and payment of wages or salary
• company rules
• health and safety procedures and hazard awareness.  

Organisations which encourage staff to learn are likely to use induction as a starting point to identify an individual employee’s ongoing training needs and decide how to meet them.

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

Recent changes in technology and practices has led many companies to become a Learning Organisation. Through continuous learning, these companies encourage employees to improve their personal skills and qualities, so they become more flexible and adaptable.

Learning organisations encourage creativity, remove barriers, through sharing knowledge, so that staff work better together and promote understanding and communication within an organisation.

Employees and learning

As an employee you may be learning for various reasons, such as:

·         getting qualifications or skills for your job

·         updating or improving your qualifications or skills

·         personal development

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

·         to help you change jobs

·         to prepare for retirement.

Depending on your job you could be learning:

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

·         formally: working for an external, nationally recognized, qualification.

You could be learning in various ways including:

·         in-house, using internal resources

·         at a college or training centre, part-time, perhaps evening classes, day release, block release or through flexible learning

·         on line learning or distance learning.

Your employer may support you by:

·         giving you time off to study part time and giving you exam or study leave

·         paying your college or exam fees  

·         giving rewards and incentives to encourage you.

If you are aiming to get a nationally recognised qualification it could be:

·         an SQA qualification such as a Scottish Vocational Qualification (SVQ), Scottish Progression Award (SPA), Professional Development Award (PDA) or a Higher National Certificate or Diploma (HNC or HND)

·         a qualification from an recognised organisation such as City and Guilds

·         a qualification from a professional body such as the Institute of Chartered Accountants of Scotland

·         an academic qualification such as a degree (or possibly a postgraduate qualification). 

On the other hand, you might do short 1-2 day specialist courses to help you do your job better.

Contacts for help, advice and further information

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

If you are a member of a trade union, you  may be able to do a course through TUC Learning. Contact your Union Learning Representative for details, or see the website http://www.unionlearn.org.uk/about/regions_info_scot.cfm  

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

National Learning at Work Day is usually held each year during Adult Learners Week. In 2010, it is on 20th May.