Learning Design Showcase (1)

Recently we hosted an internal Learning Design Showcase. Two invited speakers were Clive Chappell and Ron Oliver who both presented keynotes and afternoon talks.

These first notes are from Clive Chappell's keynote session titled "The Future of Learning and Work"
What might the future mean?

Changes in: the workplace, employment, and types of work. Skills expectations of workers have changed as middle layers of management and supervision removed from the workplace. There has been less commitment to skills development where a casualised workforce is in place.

Learning at Work
There are real advantages for workers who need to learn: Workers have the most authentic and useful location in which learning can take place. With the changes in the business world, individual workers have to take more responsibility for own learning. Need for greater integration between learning and work. Take it much more seriously.

Within businesses there needs to be closer links by VET with HR, strategy, job design and work organisation. If looking for possibilities in VET provision then this is an opportunity for us. VET professionals become workforce development consultants.

Two new directions emerging rapidly.
· Aging population
This issue is focusing government attention on skill shortages, meaning that increased competition for workers with the right skills is emerging. Whilst this has impact on our (VET) market, this also applies internally. Greater pressure to work harder and smarter, work organised in different ways = more responsibility and self-supervision, balanced with need to keep staff happy so you can keep staff. Training will be taken more seriously in large companies, as they need to build their workforces.

· Use of technology
Move away from it just being a computer - wireless, mobile phones. We have seen a rapid social uptake, forms of communication gives hints for potential for learning.

· Consumerisation of learning
Increasingly individuals are paying for own learning, they have higher expectations, how/ why/ what/ when - personalisation and customisation.
Question for VET and governments alike is how to re-engage older workers, and engage 14-15 year olds who have not yet engaged - these may be the only people who can fill the skills gaps.

· Challenges for RTOs
Need for specialist staff - too much is being asked of teachers in breadth and depth of skills - need to manage the need for specialist requirements - partnerships with other organisations give a possible solution between public and private domain.