The work reported here was carried out whilst the author was Head of Education and Training at the TSB of Birmingham and the Midlands. Ten studies were carried out. They were part of a new training operation and so their objectives and relationship to the work of the Department and the needs of the Bank are carefully described. The major influences on the work are reviewed from three perspectives: Psychological definitions of man; promoting learning at work; evaluating the learning enterprise. The studies were directed at establishing a method whereby managers can significantly influence the development of the learning competence of their staff, and at installing a management development system using the principles on which this method is based. The early part of the research dealt with the nature of learning in organisational settings and the role of education and training processes in achieving business results. The survey-based proposal to management about how to cost-effectively direct managerial learning was not taken up, and the sequence of studies was concluded by acquiring a detailed understanding of the rejection of the proposed learning philosophy. Whilst this work was in progress, the method for influencing the learning competence of subordinates was developed. It is based upon the philosophy of self- organisation of learning elaborated by the Centre for the study of Human Learning. Its utility for engendering significant revision of both the conceptualisation and practice of learning was confirmed.

This study aims to create an understanding of how assisting nurses within the Elderly care perceive their fundamental conditions for learning during their job execution. More specifically the ambition of the study is, based upon the activity theorys´ stance, to reveal further knowledge of how these employees perceive their opportunities and barriers for learning in their everyday work. Two questions was formed in order to investigate this purpose further; “What obstacles do assisting nurses within the Elderly care perceive hinders them from learning in their everyday work ? and “What supporting functions do assisting nurses within the Elderly care perceive support their learning in everyday work?”. The study is based on a qualitative method, using eight semi-structured interviews with assisting nurses working at six different senior care departments at three retirement homes. By the use of the activity theory the collected empirical data has been interpreted and analyzed. The results showed that assisting nurses learning conditions is shaped as result of various interacting and multidimensional variables, which parallelly can act as hinders as well as supporting functions for learning. Based upon the results given we argue that the most important variables can be summarized as communication and close work with colleagues. These variables may contribute to further learnings, as long as the college in question possesses the relevant communicative tools, education and experience. Under these conditions the colleague can act as an supporting function to the assisting nurses´further learning. However if the colleague does not possess the relevant education, experience or communicative tools the learning becomes inhibited and acts as a barrier for further learning. Based upon the results given it also became clear that these conditions were related to and seems to be a result of all the activities within the activity system - the workplace.

Bakgrund: Medarbetarnas kompetens är idag en viktig del i företag och anses vara en av de största konkurrensfaktorerna. En stor anledning till att medarbetare väljer att lämna sin arbetsplats är på grund av bristen på utvecklingsmöjligheter, då många medarbetare idag förväntar sig kompetensutveckling på sina arbetsplatser. Därav bör företag lägga vikt vid att ständigt utveckla sina medarbetare då det kan bidra med konkurrensfördelar som skapar en mer effektiv, kompetent och framgångsrikt företag. Företag kan i sin kompetensstrategi använda sig av interna verktyg som lärande i det dagliga arbetet för att utveckla kompetensen inom företaget. Syfte: Syftet med denna studie är att ta reda på hur företag inom tillverkningsindustrin i Dalarnas län arbetar kring kompetensutveckling samt vad de har för kompetensstrategi. Syftet är även att undersöka hur de använder kompetensutveckling som ett verktyg för att behålla sina medarbetare och dess kompetens. Metod: Uppsatsen är en kvalitativ studie med en abduktiv ansats. Det empiriska materialet har samlats in genom kvalitativa intervjuer. Resultat/slutsats: Resultatet visar att företagens kompetensstrategi är delvis outtalad men grundar sig i att medarbetarna skall kompetensutvecklas genom samverkan och lärande i det dagliga arbetet. Företagen förstår vikten av medarbetarnas kompetensutveckling och anser även att det är ett verktyg för att behålla medarbetare och dess kompetens i företaget och därav hålla sig konkurrenskraftiga. / Background: The competence of the employees is an important part of the companies and is classified as one of the biggest competitive factors. Many employees expect competence development in their workplaces and a major reason why employees choose to leave their workplace is because of the lack of development opportunities. This means that organizations should place great emphasis on constantly developing their employees. As competence development contributes with competitive advantages that help the organization to become more efficient, competent and successful. In their competence strategy, companies can use internal tools such as learning in their daily work to develop competence within the company. Purpose: The purpose of this study is to find out how companies in the manufacturing industry in Dalarna County work with competence development and what kind of competence strategy they use. The purpose is also to investigate how they use competence development as a tool to retain their employees and their skills. Methodology: This essay is a qualitative study with an abductive approach. The empirical material has been collected through qualitative interviews. Results/conclusions: The result shows that the company’s competence strategy is partly unspoken, but based on fact that employees must develop competence through collaboration and learning in daily work. The companies understand the importance of employees' competence development and believe that it is a tool for retaining employees and their competence in the company and hence staying competitive.

Syftet med denna forskningsöversikt var att undersöka vad aktuell forskning säger om hur en kompetensutveckling kan införas i en organisation för att få resultat/effekter för medarbetare på individ, grupp- och organisationsnivå. Detta utifrån den föränderliga värld vi lever i idag där organisationer står inför ständiga förändringar. Forskningsöversikten gjordes utefter 10 vetenskapliga artiklar. Resultaten visade att det är viktigt att inventera kompetensen i organisationen och göra en planering. Även kommunikation och reflektion sågs som framgångsfaktorer.

Upphovet till denna studie är en nyfikenhet i hur medarbetare utvecklas via olika projekt, där de får ta stort ansvar själva för projektets upplägg, budget och resultat. De flesta projekt är till för verksamhetsutveckling, där det handlar om att effektivisera, förbättra och i vissa fall kost-nadsreducera processer och/eller verktyg för någon form av produktions- eller tjänsteorgani- sation. Dessvärre hinns eller prioriteras det sällan med att undersöka, utvärdera eller reflektera över hur ett projekts medlemmar har utvecklats såväl under projektets levnadstid som efter projektavslut. Syftet med denna studie är att söka kunskap och förståelse om hur ett projekts medlemmar upplever att deras myndiga medarbetarskap, lärande och utveckling har påverkats. Detta sö-kande efter kunskap och en ny förståelse har skett genom halvstrukturerade intervjuer av med-lemmar i ett projekt. Resultatet har sen tolkats med en hermeneutisk ansats i relation till Tengblad och Hällsténs (2006) teori om det myndiga medarbetarskapet samt Illeris (2006) teori om lärande. Resultatet visar att projektmedlemmarna har upplevt att arbetet i projektet har påverkats i riktning mot ett myndigt medarbetarskap, ett ökat lärande och i en utveckling

Made available in DSpace on 2016-03-15T19:25:53Z (GMT). No. of bitstreams: 1 Cristiane Gomes de Carvalho Fontana.pdf: 1000696 bytes, checksum: 8345609c2a95280c9ebf3af8b3187574 (MD5) Previous issue date: 2012-03-01 / Fundo Mackenzie de Pesquisa / This research had as an objective to understand the learning process of associate deans in private institutions of tertiary education. It has attempted to identify and interpret the main dimensions of the action of this professional and compare his learning process in different environment universities and colleges. The study leaned on, above all, discussions about formal and informal learning and the learning that happens at work. In the study of the literature, the scenario of institutions of tertiary education in Brazil was presented to contextualize them. The discussions about the dimensions of the action of the associate deans were also presented. It has been conducted a basic qualitative interpretative study with eight associate deans in Administration. The main strategy used for the collection of data was the semi-structured interview, however, the informal observation on the workplace and the consultation to the sites of the institutions involved also complemented the analysis. The results show that the deans learn the dimension of the team work, political dimension,technical dimension and critical-reflexive dimension, mainly, through informal practices, standing out the interactions that happen in the institutions, the experiences obtained throughout the professional career and in the practice of his work. It has found out that the different environment influence what (content) and how (process) they learn. The lack of sponsorship to programs designed to build up capacity and the excess load of work were some of the factors identified and considered obstacles in the learning process of these deans. / Esta pesquisa teve como objetivo compreender o processo de aprendizagem de coordenadores de cursos de graduação em Administração inseridos em Instituições de Ensino Superior Privadas. Procurou-se identificar e interpretar as principais dimensões da ação desse profissional e comparar seu processo de aprendizagem em diferentes ambientes universidades e faculdades. O estudo apoiou-se, sobretudo, nas discussões sobre a aprendizagem formal e informal e a aprendizagem que ocorre no trabalho. Na revisão da literatura foram apresentados o cenário das instituições de ensino superior no Brasil procurando contextualizá-las e as discussões sobre as dimensões da ação do coordenador de curso. Foi conduzido um estudo qualitativo interpretativo básico com oito coordenadores de cursos de graduação em Administração. A estratégia fundamental utilizada para a coleta de dados foi a entrevista semiestruturada, no entanto, a observação informal dos locais de trabalho e a consulta aos sites das instituições envolvidas também complementaram as análises. Os resultados mostram que os coordenadores aprendem a dimensão do trabalho coletivo, dimensão política, dimensão técnica e dimensão crítico-reflexiva, principalmente, por meio de práticas informais, destacando-se as interações que ocorrem nas instituições, as experiências obtidas no decorrer da carreira profissional e no exercício de seu trabalho. Constatou-se ainda que os diferentes ambientes (Universidade x Faculdade) influenciam o que (conteúdo) e como (processo) aprendem. O pouco patrocínio a programas de capacitação e a sobrecarga de trabalho foram alguns dos fatores identificados e considerados obstáculos no processo de aprendizagem desses coordenadores.