chevron-down chevron-left chevron-right chevron-up home circle comment double-caret-left double-caret-right like like2 twitter epale-arrow-up text-bubble cloud stop caret-down caret-up caret-left caret-right file-text

EPALE

EPALE A felnőttkori tanulás elektronikus európai platformja

 
 

Beszélgetés

El papel del aprendizaje de adultos como ayuda en la carrera profesional

06/11/2018
by JESUS VALDECANTOS

/hu/file/career-development-0Career development

Career development

Como parte del enfoque temático de noviembre, EPALE está organizando una discusión escrita sobre el papel de la educación de adultos para ayudar a los empleados a adaptarse al mundo del trabajo que cambia rápidamente.


La discusión tendrá lugar en esta página el 22 de noviembre a las 10:00 CET y será moderada por el Coordinador Temático de EPALE David Mallows. No pierda la oportunidad de compartir sus opiniones y experiencias con la comunidad EPALE sobre cualquiera de los siguientes temas:

10:00-12:30 CET

  • ¿Cómo puede la educación de adultos responder a las necesidades de los adultos que trabajan en la economía libre  (el enlace es externo)?
    • Con un número cada vez mayor de ocupaciones que implican trabajar de forma independiente en plataformas electrónicas, ¿cómo puede la educación de adultos responder de manera habitual a sus necesidades, para garantizar que su autonomía y efectividad no se vean afectadas por su aislamiento y falta de peso colectivo?
    • ¿Cómo podemos identificar, validar y promover las nuevas habilidades que sustentan la efectividad de las personas involucradas en trabajar de esta manera?
  • Sabemos que aquellos con altos niveles de calificaciones tienen más probabilidades de participar en la formación y educación en el lugar de trabajo. ¿Cómo podemos apoyar el desarrollo profesional de aquellos en trabajos que requieren pocas habilidades?
    • ¿Cómo podemos asegurarnos de que un círculo vicioso de baja demanda, que conduce al deterioro de las habilidades existentes y la falta de desarrollo de nuevas habilidades (digital, alfabetización, aritmética, etc.) no conduce a una exclusión social y la creación de una subclase de trabajadores?

La discusión estará abierta incluso durante el tiempo de la comida

13:30-16:00 CET

  • La mayor parte del aprendizaje en el trabajo es informal: aprendemos unos de otros observando, hablando y probando nuevas habilidades. ¿Cómo puede la educación de adultos colaborar con los empleadores para validar dicho aprendizaje, haciendo que las habilidades de los adultos sean más visibles sin crear sistemas de reconocimiento engorrosos?
  • ¿Cómo pueden los empleadores crear culturas de aprendizaje en sus lugares de trabajo que ayuden a sus empleados a responder a las demandas que se les imponen y prosperar en sus carreras?
    • ¿Qué incentivos para aprender pueden proporcionar los empleadores?
    • ¿Cómo pueden los gobiernos garantizar que sus políticas de aprendizaje de adultos sean proactivas, eviten los déficits de habilidades de las personas en el empleo, en lugar de solo responder cuando las personas se quedan sin empleo?

Nos encantaría conocer las iniciativas y proyectos en los que ha estado involucrado y que ayudan a los adultos a aprender y trabajar.

También puedes echar un vistazo al blog sobre este tema de Simon Broek

**Los comentarios se abrirán el 19 de noviembre, por tanto los participantes  podrán presentarse  o colgar sus intervenciones de antemano.

Share on Facebook Share on Twitter Epale SoundCloud Share on LinkedIn
Refresh comments Enable auto refresh

11 - 20/141 megjelenítése
Nora Bucher képe
Regarding the question what goverments can do, I think it's  important that they do something before people even lose their jobs. They (or the companies) should encourage peoples strengths and make further education, training and learning in general more attractive. So that people can benefit form their acquired qualifations in their jobs. And if they lose their jobs, better trained employees might find faster a new one. But I guess, in the end it's all about money. Training and courses can be really expensive if the workes have to pay them by themselves and why do it, if you have no beneftis from it? Not a better job, not more money. Just because you might benefit from it someday? Goverments should fund adult education more and companies should appreciate and reward their employees more for trying to acquire new qualifiacations.      
David Mallows képe
Simon Broek wrote about something similar in his blog. Adults often only engage when things are going well (promotion, new opportunities), or badly (unemployment) when what is also needed is ongoing training to keep skills up to date and to ensure that we remain open to new learning. But as you say Nora - it can be difficult to see the benefits when all is going well.
Pirmin Vlaho képe
a common reaction of established structures is to improve the product even further: more training courses, more features, more efforts etc...but what has not solved certain problems until yet will not be solved by these same approaches...so I suspect that a solution must look different 
Lisa Duran képe
The idea of creating a culture of learning in workplaces is on everyone's lips and in some companies (for examples for producation workers) difficult to implement - i think. But in this kind of process it's important to incorporate the employees and ask for their needs and ideas/suggestions. The implementation is more effective when both sides concur. Furthemore the company gets to know their employees and the employees can participate in processes of the company. The basis for the realisation is a good interaction and communication between both.
Gareth Hathway képe
This is the role of a union learning rep. They are workplace advocates that colleagues can turn to if they want to update their skills. They set up a learning committee. Which will have the voice of the workforce and the voice of management where skills and potential learning opportunities can be discussed.  Like you say, going forward with all sides at the table is a lot more productive for staff and the organisation alike. 
Pirmin Vlaho képe
i agree with you, it´s on everyone´s lips and it´s hard for companies to implement accordingly...middle level management has more to do with the fact that the sales figures are right...here adult education could help by decreasing work and costs and enabling employees to develop better without disturbing the actual tasks of the company...that sounds difficult, but i believe that with the help of creativity and innovation adult education can make a better contribution here...
David Mallows képe
Listening to learners (or potential learners) is important in all forms of adult education and I quite agree that if employers want to create learning workplaces they should do so with a high level of involvement of their employees. 
Christine Bertram képe
I agree... but there's also work to help middle management understand that learning will, in the long-run, help them hit their sales figures, as Primin says. There have been quite a few studies where investment in employee training contributed to cost reductions due to fewer accidents for instance (different field, but ultimately same outcome).
I think that understanding of the contribution is often lacking.
Sarah Pelzmann képe
In my opinion the national qualification frameworks are great to make education comparable. But I am asking myself, which ultimately dominates the design of the frame. Is the education judged exclusively on economic utility criteria? I think education is useful but it should not be reduced to considerations of utility. So the risk of qualification frameworks is that they are too focused on the needs of the economy and the job market and democratization and participation are paid too little attention. This could probably also have consequenzes for the general adult education.