1. 1 Work organisation, training and the emergence of learning and development Andy Smith Charles Sturt University

2. 2 Model of Enterprise Training TRAINING MODERATORS Work organisation Industry training Occupational structure Industrial relations Management attitudes Government training policy Strategic Response TRAINING DRIVERS Workplace change New technology Management practices TRAINING ARRANGEMENTS Formal v Informal Internal v External Technical v Generic General v Specific Competitive pressure

3. 3 Changes to work organisation  High performance/high commitment work systems  Bundles of human resource practices  Training is a major element in HR bundles  Decentralisation of responsibility  Emphasis on the individual  General rather than technical skills

4. 4 New management practices and enterprise training  Survey of 3,500 firms and interviews with 80 HR specialists  Relationship of training to organisational change and new forms of work organisation

5. 5 Quality management  More training  Higher use of accredited training  More in-house provision of training  Decentralised training function  Focus on generic skills  Holding managers to account for training

6. 6 Teamworking  Two thirds of enterprises using team work  More training  Better distribution of training  Emphasis on workplace delivery  Greater formalisation of training  Decentralisation of training function

7. 7 Re-engineering  Less training  Non-accredited training  More informal processes  Abolition of training function  Workplace delivery

8. 8 General lessons  Clear and positive link between workplace change and training  Strong links between training and business strategy  Decentralisation of training  Strong links to performance management  Integration into the workplace  Congruence with HRM

9. 9 How enterprises use nationally recognised training  The introduction of Training Packages  How enterprises use NRT  How NRT is integrated into HR systems in enterprises

11. 11 Learning and development HRM/HRD Learning & Development Vocational Education & Training

12. 12 Implications  L&D is a more complex set of processes  Individual, group and organisation  Current measurements are too crude  Misunderstanding of enterprise L&D