Organizations learn so as to adjust to changing conditions of the environment.
There are various types of learning at work place which are not exclusive, but ensure the comprehensiveness of knowledge and skills. Such learning is planned via routine activities within an organization, as well as via tackling the tasks and problems for which the solutions have to be found, and it is also possible to train workforce through structured programmes beyond work.
Considering the significance of knowledge as organizational resource, e-learning has been gaining an increasingly distinguished role, by ensuring the selection of high quality programmes as well as the work with experts, regardless of spatial – time distance between learners and educators.
E-learning may be integrated within all types of learning, and it is particularly suitable as it does not ruin organizational routines and it ensures the employees to get directed during the learning process.
The interest for learning at the work place was intensified at the beginning of nineties of the previous century due to the problem of the transfer of knowledge, skills and competences acquired by regular education for work, expensive programmes of formal education and recognition of diverse possibilities of learning at the work place which is not any more regarded as the preparation or introduction into work, but long-term strategically established practice which should be adjusted to organizational goals.
Such learning may involve formal training programmes, but the emphasis is on less structured types of learning such as training, coaching, group discussions, mentorships up to the forms of learning where the employees spontaneously acquire knowledge through problem solving on a daily basis.
- adapted in accordance with the Compendium of works of scientific-professional conference "Situation and Perspectives of Adult Education in the Republic of Croatia".