Workplace learning in adult learning contex

Workplace learnin

1. Workplace Learning By Ermiyas Tsehay August, 2025 Injibara , Ethiopia

2. Outlines of the session Revision of the previous session Definition of WPL Why WPL Learning environment of the WP The relation ship Between WPL & HRD Summary

3. Brain Storming? What comes to your mind while you think about terms Workplace and Workplace learning?

4. Defining WPL A  workplace  is a location where someone works for his or her job , Workplace learning is the way in which skills are upgraded and knowledge is acquired at the place of work. WPL embraces all types of learning, “including formal on-the-job training , informal learning , and work-related off-the-job education and training” (Unwin and Fuller, 2003). WPL is the acquisition of skills through learning by doing as well as by watching other workers, taking instructions, and receiving supervision or feedback from supervisors or co-workers (Grip, 2015).

5. Why we learn at the workplace? Learning is inevitable and increasingly important to survive with changes at the workplace Today’s Rapid Pace of Change The skills and knowledge demanded by workplaces are ever-changing Obsolescence is the enemy: today’s experts can rapidly become tomorrow’s uninformed (Roberts, 1992). Inability to avoid learning There is no a non-learner person (Rogers, 2014) everyone learns informally during the course of their everyday lives.

6. Cont … Working and learning are often seen as two distinct and separate entities, with the learning to be completed before the working can start. In practice, we never stop learning and we learn a vast amount in the workplace, often informally. It is important then to be able to recognize and value the skills acquired at work, whether it is informal "on the job" learning or more formal.

7. The relation ship Between WPL & HRD What is the relationship between HRD and WPL? It is possible to view HRD from two different perspectives: the learning paradigm, and the performance paradigm. The learning paradigm in HRD has been influenced by theoretical foundations of adult education and/ or social capital theory The performance paradigm is based on human capital theory and (SMT) focusing on managerial perspective (Kim et al., 2010).

8. Cont … Contemporary writers are criticizing such a dichotomy of HRD and adult education. Peterson and Cooper (1999) stated that false dichotomy has been created between: HRD and adult education, the organization and the individual, performance, and learning. The two fields have complementary theories and practices that can benefit both the individual and the organization (Peterson & Cooper, 1999); Either of the fields could have achieved alone (Jacobs, 2006). As a result, the paradigm of human resource development has shifted to WPL and performance (Lee & Lai, 2012).

9. Summary What do you understand from todays session? Who can reflect for the class!!

10. In this session We have learned that: WPL is the way in which skills are upgraded and knowledge is acquired at the place of work. The presence of rapid change at the workplace and unavoidability of learning are major reasons to engage in learning at the place of work. The employees’ learning process and the presence of supportive technical and social environment are ingredients for effective WPL WPL is an integral part of HRD

11. The end of the session!! If you have questions you are welcome

12. Learning environment of the WP

13. Environment Continued The presence of all the three dimensions of WPL: Employee learning process Technical environment Social environment facilitate WPL. Ineffectiveness of these WPL environments will lead to ineffective WPL. Low learning readiness Restrictive learning environment Low social capital and difficulty to have access for information related to work