Recognition of Knowledge and Skills at Work: In Whose Interests?

Autor/inn/en	Berglund, Leif; Andersson, Per
Titel	Recognition of Knowledge and Skills at Work: In Whose Interests?
Quelle	In: Journal of Workplace Learning, 24 (2012) 2, S.73-84 (12 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1366-5626
DOI	10.1108/13665621211201670
Schlagwörter	Municipalities; Employees; Prior Learning; Logical Thinking; Education Work Relationship; Job Skills; Human Resources; Recognition (Psychology); Interviews; Administrators; Foreign Countries; Workplace Learning; Leaders; Union Members; Sweden + Suchen Sie Ihr Suchwort? Magistrat; Employee; Arbeitnehmer; Beschäftigter; Vorkenntnisse; Produktive Fertigkeit; Humankapital; Recognition; Wiedererkennen; Interviewing; Interviewtechnik; Ausland; Fachleiter; Gewerkschaftsmitglied; Schweden
Abstract	Purpose: Work-place learning takes place in many settings and in different ways, resulting in knowledge and skills of different kinds. The recognition process in the work place is however often implicit and seldom discussed in terms of recognition of prior learning (RPL). The aim of this paper is to give examples of how the knowledge/skills of employees get recognition in the workplace and to discuss what the consequences of such recognition processes might be. Design/methodology/approach: This paper is based on a study in two companies and two municipalities, where 21 interviews were conducted with human resource managers, team leaders and union representatives. The research questions concerned the ways skills were recognised among employees and how the logics of these actions could be understood. Findings: The findings show that both companies and municipalities have their own ways of assessing knowledge/skills, mostly out of a production logic of what is needed at the workplace. However, certain skills are also made "unvisualised" for the employee. This employer-controlled recognition logic is important to understand when RPL models are brought to the work place in order to obtain win-win situations for both employers and employees. Practical implications: It seems important to identify an already existing system for assessment of knowledge/skills at the workplace when bringing RPL processes to the workplace. Originality/value: The approach to understand assessment processes in these companies and municipalities from an RPL perspective has not been widely covered before. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10