Presentation by Sveinn A∂alsteinsson at the NVL conference in Lund on competence development for teachers, September 2017.

1. What is in it for me?
The role of adult educator in workplace learning
Sveinn Aðalsteinsson
Executive Manager
Education and Training Service Centre
Iceland
Sveinn Aðalsteinsson28 Sept 2017

2. ➢„Fragile“ groups need to be encouraged to take part in training
➢We need contact them in their workplaces with training, support
and counselling
➢To be able to that we need to go through the managers
➢We need to convince company managers that investment in
training is a good investment that pays off quickly (positive ROI)
➢What‘s in it for me?
➢Employer, Employee, Training provider, Society
Reaching out to our beneficiaries
Sveinn Aðalsteinsson28 Sept 2017

3. Education and Training Service Center (frae.is)
• Expert Center (tool-maker) for Life-long Learning Centers (LLCs)
throughout Iceland
• A ltd company owned by the Social Partners in Iceland
• Designs and develops tools for the LLCs
• Competence analysis (job profiles)
• Curricula development
• Validation of Prior Learning (VPL) system creation
• Workplace guidance (counselling) system creation
• Advice and administration to the Education and Training Fund who financially
supports the implementation of the tools at different LLCs for our target group
(without upper secondary education)
Sveinn Aðalsteinsson28 Sept 2017

4. Education and Training Service Centre and LLCs
Traditionally LLCs in Iceland have mostly focussed on individual solutions but
some company based solutions have emerged such as:
• Company schools – Companies adapt our current curricula to their needs. Run by LLCs
• The Aluminium industry: Curricula by ETSC targeted toward general workers in the
industry. Run by LLCs
• Training Planner to SMEs
• Workplace guidance
• Special tailor-made solutions to companies
• VPL against skills standards in different industrial sectors since 2007
• Coordinated effort in certain sectors: Sector Skills Centers
Sveinn Aðalsteinsson28 Sept 2017

5. Case study I: Securitas Iceland
• Large security company in Iceland
• Waiting for scheduled on-board courses when hiring is not possible
• The company has set up an electronic learning environment (Moodle) with
both digitally mediated and tutor-led training at the company
• Digitally mediated training can never replace tutor-led training
• Training for the trainers is provided in the company
• Multiple approach to learning (internal, external, digital, peer learning) and
documentation of skills acquired
• No involvement of LLCs
Sveinn Aðalsteinsson28 Sept 2017

6. Case study II: Skills Center Tourism Iceland
• A project hosted by ETSC
• Steering group
• Ministry of Industries and Innovation
• Ministry of Education
• Confederation of Icelandic Employer Organisations
• The Association of Labour Unions of Iceland
• Tourism Central Coordination Group
• Icelandic Tourist Board (Directorate)
• Education and Training Service Center
• Financed by the Ministry of Industries and Innovation
• Approach:
• Focus on marketing training with company managers
• Focus on measuring results of training both for the employer and the employee
• Focus on reaching out to the mass of workers in the tourism industry
Sveinn Aðalsteinsson28 Sept 2017

7. Case study II: Skills Center Tourism Iceland
Sveinn Aðalsteinsson28 Sept 2017
• Explosive growth in tourism in Iceland
• 20-30% annual growth since 2012
• Many foreign workers
• Many low-skilled workers
• Infrastructure badly prepared
• Training of front-line staff needed

8. Obstacles to training in tourism companies in Iceland
- A Gallup survey 2015
Sveinn Aðalsteinsson28 Sept 2017
Shortage of time, difficult to assign staff to
vacant positions due to training
Courses not given inside the companies
Too costly
Suitable courses not available
Information lacking on suitable courses
available
Staff not motivated to attend training
Lack of good instructors/teachers
Other reasons

9. What we are selling:
• Increased company profit
• Increased customer satisfaction
• Increased job satisfaction
• Career worth spending efforts on for the employee
• Visible career development – visible skills
• And much more!
28 Sept 2017 Sveinn Aðalsteinsson
Increase in productivity Increase in quality Less waste
Less absenteeism Less customer complaints Less staff turn-over

10. How?
• Focus on training outcome/results
• Picture what the company wants to focus on
• Increased customer satisfaction?
• Increased revenues?
• Increased job satisfaction – keep employees?
• Less staff turn-over?
• Changed behaviour of staff and middle-managers?
• Back-track to training:
28 Sept 2017
Efficient
training –
change
behavior
Training by
external trainers
Training by
internal trainers
Digital training
Measurable
Training
Outcome
We start here!

11. How does that change the role of adult educator?
• Focus on marketing and hands-on results of training
• Focus on mutual benefits of employer and employees
• Suggest and promote multiple ways of training
• Focus on training the trainers
• Electronic environment of training: organise - document – verify - visualise
• Solutions
• Organisation
• Measure results
• Be consultant!
28 Sept 2017 Sveinn Aðalsteinsson

12. Socio-economic benefits of workplace learning and upskilling
• Opportunities for our target group (little formal education)
• Opportunities for both the companies and their employees to increase
competitiveness, productivity, self-esteem and job satisfaction
• Cooperation needed between ministeries and the social partners – holistic view
and a national strategy
• Ministry of Education
• Ministry of Industries
• Ministry of Welfare
• Social partners (Employers, Employees)
• Individual companies
• -> National Competence Strategy is needed!
Sveinn Aðalsteinsson28 Sept 2017

13. What‘s in it for me – Discussion
• How do we ensure the quality control of the internal workplace training if used
together with external training?
Sveinn Aðalsteinsson28 Sept 2017