Competence‐based training, vocational qualifications and learning targets: some lessons for the Learning and Skills Council

Matlay, Harry; Addis, Mark

doi:10.1108/00400910210441383

Cited by 11 publications

(13 citation statements)

References 20 publications

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“…Matlay and Addis (2002) identify less reliance on unskilled and semi‐skilled labour and the growth of “higher‐level” jobs as notable features of the contemporary labour market. Marks (1999) terms this a “destabilised” labour market, where the qualifications needed to gain, regain or maintain employment are ever increasing.…”

Section: Uk Education and Training: Competencies And Competitivenessmentioning

confidence: 99%

“…Consequently, he is unclear what form vocational training, or “preparation” as he terms it, should take. Certainly, those economic pressures which are currently leading to an increase of in‐house and on‐the‐job training, much of which may be informal and not validated (Matlay and Addis, 2002), may not be conducive to gaining the sought after “flexible workforce”.…”

Section: Uk Education and Training: Competencies And Competitivenessmentioning

confidence: 99%

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Problematising “education” and “training” in the Scottish sport and fitness, play and outdoor sectors

Foley

Frew

McGillivray

et al. 2004

Education + Training

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Sets out the issues peculiar to the Scottish workforce in sport and fitness, play and the outdoor sectors. Provides an exploration of the development of vocational education in the form of sector skills training for these sectors in opposition to that formal education provided at further and higher education level. Draws on empirical research gathered as part of a report produced on each of the above sectors and written by the above authors. The report was supported by the Scottish Skills Fund in a grant to SPRITO, the national training organisation for these sectors. Although labour market intelligence suggests there are various skills shortages in these sectors and a lack of qualified personnel, the tension between the role of formal education and vocational work‐based learning qualifications is palpable. Solutions to apparent incommensurability of the two positions are offered, designed to ensure that these sectors achieve competitive advantage from a workforce that is both competent and reflective in their work practice.

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Section: Uk Education and Training: Competencies And Competitivenessmentioning

confidence: 99%

Section: Uk Education and Training: Competencies And Competitivenessmentioning

confidence: 99%

Problematising “education” and “training” in the Scottish sport and fitness, play and outdoor sectors

Foley

Frew

McGillivray

et al. 2004

Education + Training

View full text Add to dashboard Cite

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“…First, while firm size is often associated with the adoption of human resource policies (Matlay & Addis, 2002;van Eerde, Tang, & Talbot, 2008) and diversity practices specifically (Konrad & Linnehan, 1995;Rynes & Rosen, 1995), it also has implications for the implementation phase of DEM practices. Specifically, the implementation of DEM practices should be more effective in smaller firms for reasons such as greater firm flexibility and reduced inertia, both of which affect a firm's ability to compete in dynamic and competitive environments.…”

Section: The Moderating Role Of Firm Sizementioning

confidence: 99%

The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in the Managerial Ranks: Does Firm Size Matter?

Richard¹,

Roh

Pieper

2013

Human Resource Management

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Invoking strategic human resource management (SHRM) theory and tenets of the resource‐based view of the firm, we explore how two bundles of diversity and equality management (DEM) practices influence racial diversity in the managerial ranks. By considering the conceptualization of DEM practices and the moderating role of firm size, our study disentangles subtle nuances in the DEM practices–racial diversity in managerial ranks relationship. Based on a sample of 137 Fortune 1,000 firms over a two‐year period, our results suggest that minority opportunity‐based DEM practices and manager accountability DEM practices positively relate to racial diversity in managerial ranks, and these relationships are stronger in smaller companies than large ones. Theoretical and practical implications for a strategic perspective on future diversity management research are elaborated.

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“…The second constraint concerns the existing qualification and accreditation system. There remains considerable scepticism that this is appropriate and relevant to the small business (see, for example, Harrison, 2003;Matlay, 2002;Stasz and Wright, 2004).…”

Section: Discussionmentioning

confidence: 99%

Building capability in small businesses: tales from the training front

Holden

Nabi²,

Gold³

et al. 2006

Jnl Euro Industrial Training

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Purpose -The UK Government policy for the training and development of its workforce reflects a desire to move towards a more flexible, "demand-led" system. The purpose of this paper is to evaluate the outcomes and impact of two, publicly funded initiatives, designed to stimulate and enhance "demand-led" training within the UK's small business sector. Design/methodology/approach -The research in this paper is underpinned by an evaluation methodology. However, in respect of each initiative different approaches and methods of data collection were undertaken to reflect the design characteristics of the two initiatives. Qualitative case study analysis is common to both whilst the evaluation of initiative 2 also draws on the particular survey tool selected to help drive this intervention. Findings -The paper finds that initiative 1 led to a limited degree of enhanced training effort. Initiative 2 demonstrated the value of a depth and trusted relationship between trainer and SME owner-manager. Both, however, highlight tensions within the small business training market place. Both expose fundamental "systemic" weaknesses, which despite the policy rhetoric appear to remain stubbornly in place, undermining this entirely laudable aspect of public policy.Research limitations/implications -The research in the paper was undertaken in one sub-region of England. Although the Westminster Government has set the broad trajectory of "demand-led" training policy its practice is determined through a now largely devolved system. Research is needed which compares the findings from this study with practice in other parts of the UK. Originality/value -The paper provides evidence-based insight for both practitioners and policy makers. Indicates the sorts of practice, which, in a context of continuing difficulties and constraints, can help trainers and training intermediaries appropriately enter the world of the small business.

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Competence‐based training, vocational qualifications and learning targets: some lessons for the Learning and Skills Council

Cited by 11 publications

References 20 publications

Problematising “education” and “training” in the Scottish sport and fitness, play and outdoor sectors

Problematising “education” and “training” in the Scottish sport and fitness, play and outdoor sectors

The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in the Managerial Ranks: Does Firm Size Matter?

Building capability in small businesses: tales from the training front

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