Uploaded on behalf of the Centre for Workplace Skills. Delivered at CAPLA`s November 2011 by Alex Stephens.

1. SMEs & Informal Workplace
Learning in Canada

2. Outcomes & Results
• New insight about workplace informal learning as
well as new evidence of its growing importance.
• New information about workplace training in small
and medium sized enterprises (SMEs)
• Understanding of factors affecting PLAR
practitioners interested in making inroads into the
workplace.
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3. Question
As a PLAR expert, is it important for you to
understand the factors that influence why and how
businesses decide to invest in workplace learning
(“training”)? Why?
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4. RESEARCH
by the Centre for Workplace Skills
Work-related Informal Learning:
Research and Practice in the Canadian Context
Christine Wihak & Gail Hall, CAPLA
Investing in People:
Effective Work-related Learning in SMEs
The Conference Board of Canada
www.workplaceskills.ca
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5. RESEARCH (coming soon)
by the Centre for Workplace Skills
Effective Practices in Worker Adjustment
Ingenia Consulting
Making The Connection:
Effective ways to link training needs to organizational goals
Centre for Learning Impact
Labour-led Workplace Learning Practices:
Exemplary Practice from Canada and Abroad
Labour Education Centre
www.workplaceskills.ca
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6. THE CENTRE FOR WORKPLACE SKILLS
How can our knowledge of effective workplace skills
development practices help prepare us for a highly adaptable
economy in which:
businesses can adapt efficiently to new technologies, markets and
competitive challenges through better management and
development of their workforces’ skills, and
workers, regardless of gender, ancestry, geographic location, are able
to develop strong basic skills, highly portable qualifications, and
increased employability that can help them weather difficult times in
the job market and seize opportunities in growth sectors, new
occupations, etc.?
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7. WHY FOCUS ON SMEs?
SMEs
• Make up the majority of companies in Canada
• Under 50 employees account for almost half of employment
• Account for most most employment growth.
But…
• They do not train as much as larger businesses
• Face proportionately higher costs.
• Are more exposed to problems with skills shortages,
retention, adopting new technology.
• More likely to be focused on short-term survival.
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8. INFORMAL LEARNING
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9. The Learning Continuum
INFORMAL FORMAL
PROCESS How learning is supported, controlled and assessed
LOCATION & SETTING: whether the environment is designed for
learning, production, socializing, etc.
PURPOSE: whether learning is a primary or secondary focus of
activity, and whether it is controlled by the learner or an external
authority
CONTENT: whether learning outcomes are involve abstract
knowledge and advanced technical skill or development of
everyday, practical skills
H. Colley et al, 2003
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10. Case Studies
NURSES IN A MANAGED CARE ENVIRONMENT
WOMEN IN THE IT SECTOR
KNOWLEDGE WORKERS IN THE PHARMACEUTICAL SECTOR
SCHOOL-TO-WORK TRANSITION IN THE HELPING PROFESSIONS
….
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11. Informal Learning & SMEs
• SMEs are reliant on informal learning
• They get better outcomes from informal
learning
• “Growth potential” SMEs see productivity
enhancements through informal learning
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12. Informal Learning:
New Developments
Growth of social learning activities
Online Learning
Knowledge Intensive Service Activity (KISA)
(recent OECD research)
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13. Investing in Skills:
Effective Work-related Learning in SMEs
The research focused on 4 key questions:
Why do SMEs invest in work-related learning?
What challenges and barriers exist?
What are the keys to success?
How do SMEs measure the impact of their
learning programs?
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14. Why do SMEs invest in work-related
learning?
Enhancing employee competencies
Supporting organizational change
Achieving broader human resource
objectives
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15. What barriers and challenges exist?
Overcoming essential skills issues
Accessing required resources (money,
time, know-how)
Engaging leadership and employees
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16. What are the keys to success?
Assessing the needs and desired outcomes
Aligning learning needs and business needs
Customized learning
Recognizing the achievements of learners
Having a ‘learning champion’
Forging strategic partnerships
Supporting informal learning
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17. How do SMEs measure the impact of work-
related learning?
Usually informal, anecdotal measures
- enhanced productivity, employee
engagement, employee satisfaction,
customer satisfaction
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18. CWS Best Practices Database
www.workplaceskills.ca
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19. Where can I learn more?
Visit our website workplaceskills.ca
Download our reports
Search our Best Practices Database
Attend a SMART Session
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20. Contact us…
Alex Stephens Alison Cunningham
Executive Coordinator Business Liaison
a.stephens@workplaceskills.ca a.cunningham@workplaceskills.ca
613 241 3222 ext 4244 613 241 3222 ext 4250
John Hugh Edwards Kindha Gorman
Labour Liaison & CLC National Rep. Communications Specialist
jhedwards@clc-ctc.ca k.gorman@workplaceskills.ca
613 521 3400 ext 417 613 241 3222 ext 2263
Claudette Rotondo
Executive Assistant
c.rotondo@workplaceskills.ca
613 241 3222 ext 4240
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