With the increasing awareness of the possibilities of learning in the workplace has followed a greater focus on the role of the workplace in securing transfer of formal education (Tennant 1999) (Aarkrog 2004). The concept of transfer climate has been introduced and researched (Rouiller and Goldstein 1993; Bates, Holton et al. 1996). Transfer climate means the opportunities and barriers for transfer of formal education into the practice in the workplace.

In recent years the Danish research has focused on: practice related competence development and on how the workplace may enhance the employees’ transfer of knowledge and skills. The focus has both been on how to prepare participation in formal education and securing transfer after participation (Bottrup and Clematide 2005).

In the symposium I would like to talk about the experiences in connection with practice related competence development.

References:

• Bates, R. A., E. F. Holton, et al. (1996). Validation of a Transfer Climate Instrument. Transfer of Training Academy of Human Resource Development (AHRD), Minneapolis.
• Bottrup, P. and B. Clematide (2005). Samspil om kompetenceudvikling. København, Learning Lab, Denmark, Danmarks Pædagogiske UniversitetUndervisningsministeriet.
• Rouiller, J. Z. and I. L. Goldstein (1993). "The relationship between organizational transfer climate and postive transfer of training." Human Ressource Development Quarterly 4(4): 377-390.
• Tennant, M. (1999). Is learning transferable? Understanding Learning at Work. D. Boud and J. Garrick. London, Routledge: 165-179.
• Aarkrog, V. (2004). Transfer in interactive processes. Learning in Working Life. K. Illeris. Frederiksberg, Roskilde University Press: 163-176.