Organizacije uče zbog prilagođavanja promjenjivim uslovimna okoline.

Različiti su oblici učenja na radnom mjestu koji nisu isključivi, već omogućavaju obuhvatnost znanja i vještina. Takvo se učenje planira kroz rutinske aktivnosti na nivou organizacije, kao i suočavanje sa zadacima i problemima za koje tek treba pronaći rješenja, a moguće je obučavati radnu snagu i kroz strukturirane programe izvan posla.

Digital technologies have enormous potential to boost adult learning in the workplace. EPALE thematic coordinator Andrew McCoshan has been working with EU Member States on the ET 2020 Working Group on Vocational Education and Training to examine the opportunities and challenges involved. This blog post looks at the opportunities, whilst an accompanying article focuses on the challenges.

Workshop 5 focused on research and innovative practice to support upskilling and earnings progression, highlighting the powerful benefits that adult learning can confer. To realise those benefits, particularly for disadvantaged groups, providers and learners need flexibility. Orienting funding and quality assurance systems towards the outcomes of provision, rather than just its inputs and outputs, might help allow that flexibility.

We find a major shift in employers’ approaches to ageing workforces between 2009 and 2017, with strong decreases in those that offered no age management (47% to 30%) and those focusing on exit measures (21% to 6%), and an increase in active organizations (19% to 52%). Active age management is no longer concentrated in large and developing organizations, but has become a standard human resources tool economy-wide. Overall, there is a long-term trend away from exit measures towards the application of pro-active age management measures. More involvement of employers in retaining older adults in the workplace may signal a growing awareness of the changing demographic reality.

Even the strongest supporters of adult learning sometimes feel reluctant to learn. How can we make workplace learning and adult learning in general attractive again for learners? Gina Ebner shares her reflections.

We are at the start of a revolution in how adults access and use learning opportunities in the workplace. In this article, the second of two blog posts on digital learning in the workplace, EPALE thematic coordinator Andrew McCoshan looks at the challenges it presents for practitioners in the sector.

Utilizarea multimedia în programele de învățare înseamnă mai mult decât utilizarea luminii sau a unui aparat foto. Trebuie să luați în considerare tipul de experiență pe care încercați să-l oferiți și modul în care multimedia va ajuta la îmbunătățire. Dacă obiectivul este realizarea unui conținut mai interesant și creșterea implicării membrilor, un material bine proiectat poate face acest lucru.

On 23 October 2019, EPALE UK and the Learning & Work Institute (European Agenda for Adult Learning) held a joint conference in London. I attended the workshop which presented the experience of Belfast in becoming a UNESCO Learning City with a specific focus on tackling inequalities, especially around health and wellbeing. Core to the work and future development is connectivity – linking globally, locally and across sectors/disciplines. This point was taken up by the second speaker who looked at the development needs of the adult learning workforce and how these should be linked to those of related disciplines.

Obrazovanje, usavršavanje i osposobljavanje radnika na radnom mestu redovna su i ustaljena praksa u firmama i institucijama koje posluju na teritoriji Bosne i Hercegovine. Brz tehničko-tehnološki razvoj, specifičnosti novih radnih mesta i nove poslovne tendencije zahtevaju nove veštine i znanja.

AMU i Nordjylland samarbejder internationalt for at dele og få viden fra andre lande. For Peter Thomsen, der er direktør for AMU Nordjylland, er det vigtigt, fordi det globale betyder mere.

Stefan Jovanovski, human resources manager at A1 Macedonia: Together with our employees we will spend 50 thousand hours learning

The culture of learning is individual approach towards the need to develop, build up and acquire new knowledge. Regardless of our age or position at work, every one of us is responsible for our own continuous learning, explains Jovanovski

Τρεις εμπειρογνώμονες που προέρχονται από τους τομείς της πρόβλεψης, της εκπροσώπησης των φοιτητών και της βιομηχανίας αναπτύσσουν τις απόψεις τους για το μέλλον της διά βίου μάθησης και τις δεξιότητες στο χώρο εργασίας.