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Work Based Learning – Performance and Potential, Process and Policy HETAC Conference, Griffith College, November 29 th

Work Based Learning – Performance and Potential, Process and Policy HETAC Conference, Griffith College, November 29 th 2007 Richard Thorn, Institute of Technology, Sligo. Enough Talk. Work Based Learning – Performance and Potential, Process and Policy. Context Performance Potential

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Work Based Learning – Performance and Potential, Process and Policy HETAC Conference, Griffith College, November 29 th

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  1. Work Based Learning – Performance and Potential, Process and Policy HETAC Conference, Griffith College, November 29th 2007 Richard Thorn, Institute of Technology, Sligo

  2. Enough Talk

  3. Work Based Learning – Performance and Potential, Process and Policy • Context • Performance • Potential • Process • Policy

  4. Context Changing nature of employment • Ireland’s economy has experienced phenomenal growth in recent years • Ireland’s economic growth is showing signs of change with imports growing at a faster pace than exports • The sectoral focus of the Irish economy is shifting from manufacturing to the services sector

  5. Context Changing nature of the student • The cohort of potential learners is increasing • The population of learners in Irish HE is becoming more diverse • An increasing number of students are choosing to engage in part time study • The age and gender profile of the typical undergraduate student is changing • The part time student will be older • 50% of students are engaged in part time work

  6. Context Changing nature of the student Meet ‘Mickhail 24/7’

  7. Context Changing nature of learning • Bologna Declaration • International dimension • Modularisation and semesterisation • LLL, CDP, Part–time. • National Skills Strategy • Flexibility of response by graduates • Students being educated how to learn as opposed to being taught

  8. Performance • The level of educational attainment is rising • Despite a high level of participation a number of groups are underrepresented

  9. PerformanceLLL • 8th out of EU 15 in terms of participation in LLL • 30% of current workforce has not got a Leaving certificate • 7th in EU (2002) in terms of proportion of working age population classified as highly skilled • 15th of 30 OECD countries (2001) for those between 25-64 with degree level qualifications • 12th out of 30 OECD countries for those between 25-34 with degree level qualifications

  10. PerformanceLLL

  11. PerformanceWorkforce Training • 48% of employees report participation in employer sponsored training in the last two years. • Training is more likely among more educated employees • Employees in large organisations more likely to receive training than in small ones

  12. PerformanceWorkforce Training – Construction Industry • 38% of employees have primary/lower secondary – EU 31% • 9.7% - formal training • Current shortfalls • By 2020 off site construction processes will have become much more important

  13. PotentialChanging Learner Demands/Profile • Economic imperatives • Social imperatives • Personal imperatives • A Special Case - Apprenticeship progression

  14. PotentialEmployment Changes

  15. PotentialSize of Workforce

  16. PotentialImpact on Education Sector

  17. PotentialFunding Availability

  18. Process Forum on the Workplace of the Future • Underutilisation of the workforce • Communication and consultation with employees • Bundling of innovative work practices • Rapid action to close skills gaps • Participation in LLL • Opportunities divide based on social class, level of educational attainment and gender • Barriers to women • Quality of working life

  19. ProcessProvider Challenges (Prospectus Report)

  20. ProcessSIF Submission

  21. PolicySecond Report of the National Workplace Strategy High Level Implementation Group “While the High Level Implementation Group has overseen some noteworthy progress on a range of issues it is clear from the report by the Expert Group on Future Skills Needs that the scale of the challenge remains significant.”

  22. PolicyNational Skills Strategy • Implement the ‘One Step Up’ programme • Identification of the needs of individuals and employers • Flexible and responsive training provision • High profile media campaign • QA systems • Adequate funding

  23. PolicyNational Skills Strategy • Increase employer commitment to education and training • Increase and incentivise employee commitment to education and training • Integrated Government policy

  24. And Finally What would be the Irish equivalent of the GI Bill?

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