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2	Options for Managing Learning Credentials Reflect time spent in class Questionable proficiency Proxy for skills and knowledge Dated Variable quality Formal learning only
3	The Option Human Capital Assets Management Incorporates all types of learning Describes KSA required for tasks Depends on an inventory of acquired KSA
4	Terminology Issues Learning formal, non-formal and informal change in KSA Workplace Industrial Knowledge-based SMEs Learning Record Form of portfolio of ALL learning Digital version preferred Human Capital Assets: knowledge resident in humans
5	Human Capital Accounting A method of systematically identifying, measuring and presenting information about the human resources and human capital of an organization (OECD) Linked to but different from intellectual capital human capital management intangible assets
6	FuturEd as Advocate Building on CLFDB work on PLAR and SKP Studying the Electronic Learning Record Applying the HCAM concept
7	PLA is the Key PLA – a way to determine what a person knows and can do PLA/PLAR can be used for: access to education career planning and development access to employment Learning Record is an outcome of PLA Electronic learning record is possible
8	ICT is the Medium Create electronic profile/inventory Create electronic work description Use computer to match
9	Working is Learning is Working… In the KBE, learning is the basis of production Fewer employers requiring permanent workers, more learners Individuals must become “niche providers” and manage their own learning
10	The End of Credentials in the Workplace Effectively inventory human resource assets Efficiently use human resources Target training and recruitment Avoid pitfalls of credentials
11	SKP (CLFDB, 1997) POLICY GOALS Better use of human resources Recognition of foreign work experience More efficient training Improved labour exchange Better management of HR within a firm Promotion of lifelong learning FuturEd RESEARCH CONCLUSIONS LR can address policy goals Having a LR can benefit individuals, employers, educators and society at large
12	Benefits of HCAM Individuals Develop and maintain ELR Take control of career Develop efficient learning plans Employers Complete inventory of workforce skills More efficient description of work required Pay for skills used not for time spent Manage and target learning Society at large Accurately description of “skills shortages” Promotion of lifelong learning
13	FuturEd Conclusions: The Urgency in 2001 PLA struggling with sustainability and efficiency in PSE sector Learning records being used in education (K-12, UCCB) Research indicates that LR is a good idea, but hard to create in isolation Incentives needed to encourage lifelong learning
14	Human Capital Assets Management Critical to the KBE Promotes lifelong learning Promotes ROI of training Applies PLAR in the workplace Manages learning in the workplace
15	Theory into Practice Building FuturEd with HCAM Find a language that communicates Describe what is needed by projects and by FuturEd (and set fee structure) Ask individuals to describe what they love to do Match on that basis Estimate amount of SKA (learning) required for production 6. Pay on the basis of production
16	Imagine.. Employer describes What is to be produced (learning) Tasks contributing to production Associated and necessary KSA Employee then Sets out inventory of KSA Contracts to do certain tasks and to produce learning
17	FuturEd …helping change learning systems for the future 101 - 1001 West Broadway, pod 190 Vancouver, BC V6H 4E4 phone: 250-539-2139 e-mail: kbarker@FuturEd.com website: www.FuturEd.com