Learning at work is about embedding learning into daily work processes. Rich learning opportunities occur regularly on-the-job through work assignments and feedback from supervisors, coaches, mentors or peers; but the learning component is often inconsistent and inadequately planned.
The workforce of an organisation is likely to be its major operational cost. It is also the major contributing factor to the success of the organisation. The demands of globalisation and technology require an organisation to move forwards in order to stand still. This requires the organisation to develop and maintain a culture of learning at all levels.
Workplace learning will have three main aims:
- To prepare employees to develop specific skills necessary to perform effectively in their current job role (performance improvement).
- To build skills and knowledge that will make employees more effective in a variety of possible job roles (performance development)
- To prepare employees to take on broader or more demanding job roles in the future (career progression and change management)
We would like to hear about your experience with “Learning in the Workplace”.
If you have undertaken formal learning (external to the workplace) did this learning provide you with the skills and knowledge to perform your work tasks effectively? If you have been provided with learning in the workplace, describe what worked well or what could have been improved.
