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Abstract
The paper discusses the initial outcomes of research being undertaken for a European
technology and in work organisation and considers the implications for teaching and
learning. Of particular interest for the idea of life long learning is the development of
occupational context has led to the development of theories based on work process
knowledge. The paper examines two aspects of the changing role of teachers and
learning and expertise and the role of organisational learning in the continuing
provision for the education of VET professionals leading to a call for the
pedagogy and education and also the competences linked to work related process
knowledge.
Introduction
The new emphasis being placed on lifelong learning has important implications for
pedagogy and skills development. Notably it has led to increasing research in the
vocational sector, formerly the Cinderella of education and training. Whilst the
traditional role of vocational education and training (VET) has been training for
initial skills and managing or mediating the school to work transition, the new
also encompasses the facilitating of work place learning and continuing training to
ensure the workforce have the skills required for new production processes and new
technologies. This new role has in turn led to a resurgence of interest in learning
theory and how effective learning take place in the workplace. At the same time there
has been a growing political and social dimension focusing on how different countries
are managing and developing programmes for skills acquisition and enhancement and
thus there has been a corresponding growth in comparative VET research. This has
been encouraged by the European Union which has recently launched two separate
2
This paper is based on the initial research undertaken for one of the new European
Surveys and Analyses strand. The project, which includes partners from thirteen
different European countries, aims to identify new occupational profiles for teachers
and trainers involved in both initial and continuing vocational education and training
in vocational schools and in the workplace. These profiles will then be used to
Commission has funded a number of previous ‘training the trainer` projects, it is the
view of the project co-ordinators, the Institut Technik und Bildung at Bremen
University, that these have often floundered because of the lack of basic research into
the new roles of trainers and an understandable desire to try to draw up demonstrable
skills for trainers whilst failing to consider adequately the centrality of work based
learning or work process learning in the acquisition of vocational skills and expertise.
This is seen as particularly important given the current emphasis being placed on
countries of the European Union. Therefore, an early focus for the project has been to
look at the meaning and nature of work based expertise and skills, at how effective
learning can be encouraged and developing a shared understanding and definition for
what constitutes expertise for vocational teachers and trainers themselves. This paper
and social contexts of the European member states and a review of different concepts
of professional and occupational competence and expertise. The paper examines the
idea of work process knowledge and goes on to consider the implications of these
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ideas for the future role of teachers and trainers. It also looks at two aspects of this
vocational learning and expertise and the role of organisational learning in the
existing provision for the education of VET professionals leading to a call for the
pedagogy and education and also the competences linked to work related process
knowledge.
The last two decades have seen heightened competition between the economies of
western Europe and the far east, especially with the new growing economies of the
countries of the Pacific Rim. At the same time Europe has gone through a series of
manufacturing organisation and strategies. The initial response to this new situation
levels of efficiency and cost savings within a Tayloristic production framework. More
recently a trend has emerged, which has been described as a new production
• The creation of flexible production systems which can meet short deadlines and
4
The new methods of industrial manufacturing and work organisation are having a
dramatic effect on skills demand and occupational profiles and thus on the demands
• Pressure towards better quality and shorter life-cycles of products increases the
need to develop more integrated strategies for new technology, work organisation
and skill formation. This is leading to a focus on key competences or core skills
on shaping skills1;
role and structure of manufacturing companies leading to demand for new skills;
• There are fewer and fewer routine and low skilled or unskilled jobs left and
existing and newly created jobs tend to demand higher levels of skill. In this
orientated skills.
1
„The somewhat unusual term ‘shaping’ means something like ‘self determined, independent design’
of work , technology, even life style“ (Heidegger, 1995, 3). It will be explained more fully later in
the text.
5
As economists have emphasised the increasing importance of human capital as the
unique factor in economic development and competition (Brown and Lauder, 1995,
21), so has the debate over the nature of professional competence and effective
response to changing forms of work organisation have led to new definitions and
in practice” (Edwards, 1993, 49). Alan Brown (1994, 11) cites Mansfield and
interrelated components - tasks, task management and role or job environment whilst
Leat (1993, 507) defines competence as ‘the state whereby behaviour, cognition and
capability - of the ability of employees to learn new skills as the basis for future
performance (Eraut, 1993, 10). Alan Brown (1994, 12) goes on to look at the
understanding and way of working that promotes innovation’. The German car
‘competence which is primarily concerned with current job demand does not cover
the whole field. It fails to respond to our view of long term company needs and of our
6
New forms of work organisation have challenged the traditional Tayloristic
separation of conception from execution and has led to a questioning of the divisions
between theoretical knowledge and practical skills. It has also led to an attack on
defines useful knowledge in the light of bureaucratic and corporate needs’ (Collins,
1991) cited in Hyland, 1993, 93). It has also led to an increased stress on the need for
broad based learning and skills and for the development of core skills or key
and being willing to learn (City and Guilds, 1993, 4). Core skills and key
skills to shape new work organisations and new technology. The technocratic
innovation and almost constant change in work processes’ (Brown, 1994, 13).
7
The need to embed the development of learning strategies, key competences and
1994, 204). The curriculum has been based on a ‘knowledge hierarchy of basic
science, followed by applied science and then the technical skills of day to day
practice’ (Ibid., 204). Enkenburg stresses the importance of learning being ‘situated’ -
knowledge cannot be separated from its source and context or its environment.
authentic activities, that is, if it is ‘coherent, meaningful and purposeful within the
social framework’ (Ibid., 206). Workers today have the need to plan, explore, reflect
and evaluate their own activities and practice. Expertise is based on conceptual,
emphasises the importance of critical points which require actions based on holistic
tacit knowledge and on environment. The task for vocational education and training is
domain specific and builds up through the refinement of preconceived notions and
8
Whilst reflection and pro-activity are two facets of developing expertise, there is a
developing consensus on the value of teaching thinking skills to aid problem solving
dependent on a balance between learning for work and learning at work and learners
34). Such a knowledge base not only accentuates experts’ problem solving ability but
is central to the practice of shaping competences - that is, the ability to shape working
9
The development of cognitive learning skills and work based process knowledge pose
new questions and challenges for the organisation and practice of vocational
education and training. How can people be educated so that both domain specific and
more general wide area wide characteristics of expertise can be acquired within
learning settings? How can learning be designed in order that individuals may transfer
skills? Mjelde (1994, 198) says that ‘learning becomes real through a process of
cognition, perception and action. Schemata are made meaningful by jointly carrying
out activities with an expert in such a way that the learner gradually masters
successively more difficult parts of the task through successively more complex
stages’ (Ibid., 198). The central aspect of vocational education and training is learning
by doing, gaining professional skills while interacting with materials, teachers and
fellow workers. The authenticity and transfer of knowledge and skills may depend on
(Enkenberg, 1994, 277). Within these learning strategies there is emphasis on the
higher order skills encompassing key / core competences. ‘Cognitive’ indicates that
the apprenticeship methods are not only focussing on the acquirement of traditional
apprenticeship skills, but also on acquissition of knowledge based skills usually more
10
activity is learning and acquiring knowledge and skills and that learning is situated
and context dependent (Mulder, 1995, 3). Teaching and learning strategies include
The demand for broader based learning, for the development of cognitive and
thinking skills and the acquisition of work based process knowledge is leading to a re-
examination of the role and competences of VET and HRD professionals. This paper
will look at two aspects of this changing role; the instructional activities required to
promote the attainment of vocational learning and expertise and the role of
may be associated primarily with initial vocational education and training (and thus
with vocational teachers) and the second with ongoing work place learning (and thus
convergence in the roles, competences and occupational profiles of both VET and
most effective when associated with mediated learning involving the intervention of a
teacher. Papadopoulos (1994, 175) asserts the need for teachers to become the
‘spearhead’ of change and progress in teaching and learning processes and sees a
11
“In the case of teachers, a greater opening up to the world of work is
Engeström (1994) points out that whilst there are many examples of productive
without instruction or intentional self instruction. For that very reason, instruction is
Teaching involves:
• guiding and monitoring the students advancement through the integral cycle of
investigative learning;
12
Some new and emergent forms of workplace organisation and production systems
turn, the organisation influences the content and form of the HRD activities
(Tjepkema and Wognum, 1994, 3). The ongoing development of individuals and the
organisation as a whole, form the central point of attention for HRD and VET. HRD
managers fulfil the role of learning facilitators and consultants, provide tools for on
and off the job learning and act as change agents to support and guide the
• Change in outlook - learning is the starting point, not training, with HRD
organisation.
HRD plays the role of promoting not only single loop learning through fostering
positive learning attitudes and creating conditions in the workplace which facilitate
learning, but also double loop learning through guiding the implementation of change
and fostering innovation. The tasks for HRD practitioners are (Ibid., 5):
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• the provision of advice to management on learning strategies in the workplace.
Both VET and HRD professionals may be seen as playing common roles in creating
Many of the current debates in the training of teachers and trainers have been
earlier work of Kolb and Fry on their experiential learning cycle he outlined a model
for learning which would bridge the gap between academic theory and professional
practice by integrating the two into a cycle of learning (Johnston, 1995, 75). This
theory’ (Ibid., 75). Schön held that traditional schools of professional education had
profession (Ibid., 75). In practice, these constituted the rules and models of that
required to deal with these complex dimensions (Elliott, 1991, cited in Leat, 1993,
501):
understanding;
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3. New emphasis on holistic understanding of situations as a basis for professional
Leat (1993, 504) quotes Corno (1989) who held that effective teachers are those who
employ metacognitive approaches to ‘model’ expert processes for pupils and Blagg
(1981) who recognised that high level control processes are responsible for the
selection and sequencing of many lower order skills in order to create purposeful,
cognitive strategies. Griffey and Hughes (1996, 8) consider that learning will be most
learning to learn, facing problems, adapting to these in the practical context and
Thus teachers need to be able to reflect on their own professional activities and
experience in order to create learning strategies and model expert processes for
students. For vocational education and training practitioners, such reflection has a
demand has consequences not only for the competences required of VET and HRD
professionals but also for their education and training. The ability to apply work
holistic way. Education and training programmes for HRD and VET professionals
must take account of the development needs of both aspects of professional identity
and competence.
15
New forms of basic and further education for VET professionals have to refer to this
new perspective. This is true for the trainers and teachers who actually carry out the
initial and further vocational education and training of young people in classrooms
and in enterprises and for the consultants, managers and planners responsible for the
design and support of the VET process. A new professional profile for VET
necessarily be multi dimensional and will entail the integration of different expertise
and skills. The new expertise of VET professionals should encompass VET itself, in
so far as it relates to specific occupational skills and experience, and more general
aspects of Human Resource Development but should also include work related
16
It is recognised that such an agenda stands in contrast to the practice prevalent in
many European countries. Two particular models may be noted: The English
usually through part-time provision whereas Germany’s full time university based
expertise in the critical area of work process learning. Of course this is not to deny
that there exist many attempts at developing new and radical programmes and
examples that the Leonardo project will seek to identify and build upon.
Nethertheless it remains our contention that there are serious problems and
deficiencies in the way European countries are currently approaching the education of
VET professionals and that this may have a considerable detrimental effect on the
ability of the workforce to initiate and sustain the level of social innovation necessary
17
A main aim of the project is to foster, by mutual learning in a Pan-European context,
methodology for research and development. Such an approach must also take
account of the different national research traditions and different traditions of VET in
Europe. The aim is to develop a new ‘expanded’ vocational pedagogy which includes
both ‘general’ pedagogy and education and the competences linked to work related
process knowledge. The intention of the project is to establish the basis for post
2
Further related disciplines include: technology, economics, psychology of work, psychology of
learning, personality research
18
Benner, P (1984) From novice to expert, Addison Wesley, London.
London
Surrey, Guildford
Brown and Lauder, 1995, Post Fordist possibilities: education, training and
City and Guilds (1993) Towards a Skills Revolution, London, City and Guilds
Education and Training, Journal of Further and Higher Education, 17, (1).
19
Enkenberg, J (1994) Situated Cognition and cognitive Apprenticeship. New
Griffey S. and Hughes J. (1996) VET and HRD and the Ideal Learning
20
Mjelde, L (1994) Will the Twain Meet? The World of Work and the World of
Yliopisto, Tampere.
21
Biographical Note
Training. Prior to moving to Germany at the end of 1995 he had gained wide
experience of training and research at all levels and sectors of education and training
22