Workplace Learning and Development

1. Workplace Learning and Development Ann Ritchie Chair, Continuing Professional Development & Workplace Learning Section IFLA June 2004

2. Outline • History of CPD&WL Section • What is workplace learning and why is it important? • Differences between CPD and workplace learning • Mentoring

3. Qualities of continuing education • Notion of lifelong learning • Updating a person’s education • Allows diversification into a new area • Individual carries the basic responsibility • Education activities beyond those for entrance into the field Stone, Patrick & Conroy, 1974

4. History of CPERT/CPD&WL • 1974 qualities of continuing education • 1978 Betty Stone’s paper to IFLA and need for international focus • 1985 first world conference • 1986 CPERT established • 2002 CPD&WL became a Section

5. Broader scope of CPD&WL • Concept of ‘professional education’ to ‘professional development’ • Addition of ‘workplace learning’ • Implications for continuous quality improvement and professional standards • Partnerships between libraries and professional associations

6. Continuing Professional Development &Workplace Learning Section http://www.ifla.org/VII/s43/scpdwl.htm

7. CPD&WL activities • Discussion list • Online newsletter • Special projects • Programs and workshops at annual IFLA World Congress - next in Oslo 2005 • Conferences pre-IFLA periodically • Published proceedings

8. What is workplace learning? Highly intentional learning undertaken on the individual’s own initiative and conducted at a pace and with resources of one’s own choosing. Varlejs, 1996

9. Why is it important? • Librarians - 3 times hours in WPL than in formal continuing education • Health administrators - 20 times hours in informal training than formal • In business - 90% WPL occurs outside formal training • Adult learning - 80% occurs outside formal educational institutions

10. What is workplace learning? reasoned learning towards desirable outcomes for the individual and the organisation..outcomes should foster the sustained development of both.. within the present and future organisational context. Matthews, 1999

11. Where and when? in the workplace in working hours Why? Individual skills, knowledge, attributes=competencies business/strategic plan Responsibility? employing organisation & employee - performance outside the workplace anytime individual development professional workforce, future planning individual & professional association - standards Workplace vs CPD Learning

12. In the workplace: in-service training, coaching, mentoring incidental learning self-directed learning projects current awareness Outside the workplace: professional meetings, conferences workshops, courses visits, job exchanges Varlejs, 1997 Model of continuing education

13. Where and when? in the workplace in working hours Why? Individual skills, knowledge, attributes=competencies business/strategic plan Responsibility? employing organisation & employee - performance outside the workplace anytime individual development professional workforce, future planning individual & professional - standards Workplace vs CPD Learning

14. Career Sponsorship Coaching Exposure & visibility Challenging work Protection Psychosocial Role modelling Counselling Confirmation Friendship Kram & Isabella, 1985 Mentoring functions & roles

15. Essential characteristics of mentoring • 2-way learning relationship • Purposes: 1. Career development 2. Psychosocial development 3. Professional development • Long term with developmental stages

16. KIB mentoring objectives • Increase contact between departments • increase contacts between employees with different lengths of service • increase learning from each other • provide tools for interest in new learning

17. Critical success factors • Clearly defined purpose and goals • coordinator/committee support • mentors with interpersonal skills and interest in development of others • training in mentoring skills • accessible mentors • regular meeting • activities rather than personalities matter

18. Conclusion • Importance of workplace learning may be underrated • WPL and CPD activities may overlap e.g. mentoring • Differences - context, purpose, responsibilities • Can be complementary • Opportunities for partnerships • CPD&WL international forum