This document discusses the benefits of formal learning in the workplace. It finds that while candidate motivation for learning is initially low due to fears and lack of relevance, providing relevant materials, peer and manager support, and recognizing improvements can increase motivation. Support mechanisms like colleagues, managers, and assessors help reduce barriers to learning. The outcomes of formal learning include expanded individual knowledge and confidence, more autonomous and motivated workers for organizations, and more effective services for clients.

1. FORMAL LEARNING IN THE WORKPLACE MORE THAN JUST A QUALIFICATION

2. Collaborative Project Raise learning profile Promote the voice of the learner Capture evidence as ‘user friendly’ stories

3. Methodology Case studies Discussion Reflection Action

4. LEARNING IN THE WORKPLACE 4 Themes CANDIDATE MOTIVIATION RECOGNISING AND REDUCING BARRIERS SUPPORT MECHANISMS IMPROVED OUTCOMES

5. CANDIDATE MOTIVIATION Initially low because: RESENTMENT – COMPELLED/EXPECTED NO VISIBLE LINK TO IMPROVING PRACTICE FEARS - LEARNING AGAIN - COMMITTING TO PAPER - OF FAILURE

6. CANDIDATE MOTIVATION Improved because : MATERIALS RELATED AND RELEVANT CONFIGURATION THAT ‘DOING A GOOD JOB’ CAN BE ENHANCED VALUED/RECOGNISED GROUP SUPPORT/LEARNING WITH OTHERS CHARTING PROGRESS SUPPORTIVE ASSESSOR RESILIENCE/DOGGEDNESS

7. CANDIDATES MOTIVIATION Became high because CONFIDENCE IN LEARNING PRIDE IN QUALIFICATION RECOGNISED IMPROVEMENTS RECOGNISED BY SELF/OTHERS LEADS TO FURTHER LEARNING

8. SUPPORT MECHANISMS COLLEAGUES TEAM LEADER/LINE MANAGER SVQ ASSESSOR ADDITIONAL SUPPORTS

9. REDUCING BARRIERS COMPUTER ACCESS NETWORKING/JOINT LEARNING ACCESSIBLE MATERIALS – NOW REVISED RPL (RECOGNISED PRIOR LEARNING) - MATERIALS AVAILABLE SUPPORT IN WRITING SKILLS TIME REQUIREMENTS CONSISTENT AND TRANSPARENT

10. IMPROVED OUTCOMES FOR INDIVIDUAL FOR ORGANISATIONS FOR SERVICE USERS

11. INDIVIDUAL OUTCOMES EXPANDED KNOWLEDGE AND UNDERSTANDING RESEARCH UNDERSTANDING/ABILITY ABLE TO JUSTIFY AND MORE REFLECTIVE CONFIDENCE POTENTIAL SPRINGBOARD SET WORK IN CONTEXT THIRST AND ABILITY TO LEARN COMMITTED TO IMPROVEMENTS

12. ORGANISATIONAL OUTCOMES MEET REGULATORY REQUIREMENTS WORKERS ABLE TO LEARN CONFIDENT WORKERS/CAN INTEGRATE MORE AUTONAMOUS ANALYTIC WORKERS MOTIVATED/ADAPTIVE WORKERS REFLECTIVE INQUIRING WORKERS

13. CLIENT/SERVICE OUTCOMES EFFECTIVE INFORMED SERVICE RESPONSES LISTING AND UNDERSTANDING SERVICES ADAPTIVE SERVICES EFFECTIVE ADVOCATES/CONFIDENCE THAT VIEWS REPRESENTED RECOGNISE WHAT IS IMPORTANT/RELEVANT MANAGED RISKS

14. OTHER DOCUMENTS DEVELOPING PEOPLE BOOKLET RPL GUIDANCE(SCQF) LEARNING ORGANISATIONS (SCIE) CONTINUOUS LEARNING FRAMEWORK (SSSC)