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Learning while working
92 Success stories on workplace learning in Europe

training the result of lack of awareness of training needs or is it due to limited
innovation and stable business strategies in enterprises? Enterprises are
not likely to invest in training when there is a status quo in their working
practices and they do not foresee changes in their technology, production
processes or work organisation. The adoption of quality standards, new
services and products, and the improvement of work organisation are all
ingredients of business competitive advantage and stimulate employer
demand for skills.
In contrast, narrow business strategies and routine in work organisation may
lead to limited demand for further learning and skill development from both
employers and employees. Policy initiatives need to encourage employers
to leave behind this equilibrium position and raise their game in terms of
technology, innovation in goods and services, market services and work
organisation. Changes in work processes and more ambitious business
strategies would lead to new skill requirements in enterprises and boost training
demand. The economic downturn further increases the need for synergies
between policy measures that promote continuing training in enterprises
and strategies that support innovation and business development and raise
awareness of the benefits that work-based learning can bring. Innovation and
training policies should go hand-in-hand. Policy actions and incentives need
to encourage employers to leave behind this equilibrium position, and raise
their game in terms of technology, innovation in goods and services, market
strategies and work organisation, and as a result, increase skill requirements.
However, the present economic downturn may predispose enterprises to be
more conservative in their business development and limit risks.

Networking and shared responsibilities
supporting workplace learning

For lifelong learning to become a reality, ordinary workplaces should become
learning environments. This raises important aspects of employer and
trade union roles in promoting lifelong learning and worker employability.
Within the social dialogue, as part of tripartite consultations, formulating
an agenda or a policy framework of action for managing economic change
could ensure all parties’ commitment to skill development and bring concrete
efforts and steps. Public authorities, employers, trade unions and workers
need to share the responsibility for skill development but, in the long run, the
benefits will most probably outweigh the costs, as labour market participation