Page 54 - Learning-while-working-Success-stories-on-workplace-learning-in-Europe

Learning while working
48 Success stories on workplace learning in Europe

in lifelong learning, where it is combined with an expansion of tailored-made
training opportunities and different types of incentives.

3.4.2. Career guidance for better choices in learning and working
While many policy initiatives were designed to make training offers and
systems more flexible, responsive to individuals and enterprises’ needs, and
demand-led, the overall effect has been increased complexity of training
provision and an even more acute need for information, guidance and
counselling. While helping adults to navigate in complex learning and working
contexts contributes to smooth career transitions, supporting them to reflect on
and review their own learning and the competences acquired at different life
stages reinforces learning to learn and career management skills. Guidance
must be integral to any strategy to promote skill development in the workplace,
in particular, for the low-skilled. Examples of good practice in workplace
guidance are provided in subsequent chapters of this report, highlighting
social partner commitment to adult learning and the contributions of career
guidance to socially responsible restructuring practices in enterprises.
Most individuals require support for their career planning to manage labour
market transitions successfully and find their way within different learning
pathways, including opportunities for the validation of learning, and training
options. In the context of enterprises undergoing restructuring, career guidance
aids transition into employment through a series of interrelated building blocks,
such as the development of career management and other transversal skills,
the opportunity to familiarise oneself with the world of work, and assessment of
previous on-the-job learning. It should be stressed that for individuals to secure
employment may not simply mean updating skills, but possibly acquiring a
completely new range of skills, for which they will need information, advice
and guidance. Despite these challenges, employed people are one of the
groups least likely to gain access to guidance provision (Cedefop, Sultana,
2008). Career information, advice and counselling for adults were largely
developed within active labour market policies for unemployed people and,
as a result, career guidance for those in employment is still lagging behind
(Cedefop, 2008a).
Through career development opportunities and, more specifically, career
guidance, employees can become more aware of changes in the workplace,
within their job or in the organisation and be more keen to keep their skills
current (Cedefop, 2008a, p. 36). However, the case for providing guidance
in the workplace still needs to be made. Employers may fear that career
guidance at work may raise employees’ expectations of career progress or