Title SKRAT-Strategic practices for Know-how Retention And Transmission within organizations
Project Number 142570-LLP-1-2008-1-ES-LEONARDO-LMP
Project Type Development of Innovation
Country EU-Centralised Projects
SKRAT has developed substantial innovation regarding the management of demographic change by improving the environment for lifelong learning within organizations.
SKRAT has used an holistic approach (with reference to the EQVET system) to facilitate the intergenerational transfer of know-how in the metal industry; this has to improve the retention rate of older workers but also help to transfer experiential knowledge to younger workers, therereby improving the learning system of companies.
SKRAT involved a strong partnership with a high impact in the relevant field, consisting of social partners, training organisations, training providers, research organisations and consultancies with proven access to SME that has came to facilitate a short and long term impact of the results and transfer of products.
The paradoxical demographic trends of an ageing population, while at the same time there is a “mass exodus” of workforce to retirement, means a loss of human capital –by not being structural capital-, while there is a potential of labor that is unused, as a consequence of adaptation problems between the development of work organisation and competency development within companies. Often transition processes from former to new positions that would allow to draw bridges for know-how transmission and reception are not taken care of in any systematic way. One way to attack the problem proposed is to make people “multitasked” in the context of a life-long learning process, using the systematic mapping of skills, knowledge and competencies, like in the perspective of ECVET systems, to guide a systematic know-how transfer among the workforce.
The bottom line is the unability of the present learning approaches within companies to match the abilities of older workers with the demand by a reorganized working environment. Retaining employees as long as possible requires a systematic and complete transfer of their valuable knowledge and experience to younger workers as well as a dynamic adaptation of the knowledge of older workers.
Thus, it was necessary to implement and test a methodology for know-how retention and transmission in turnover processes, based on the reference methodology used in ECVET systems. Organizing know-how transfer requires specific processes for explication implicit knowledge. A mapping of demands and existing competences is then an opportunity for such an explication as a starting point for systematic learning systems and know-how transfer.
Description Innovative didactical methodologies that have been important parts of such a learning system have been described, among others: transfer of explicit knowledge and process knowledge by definition of work and learning assignments; transfer of implicit knowledge and improvement of communication of ageing homogeneous groups of workers by common assignments in age mixed project groups, facilitated by learning facilitators from training services and consultancy providers.
Electricity, Gas, Steam and Air Conditioning Supply
program or curricula
procedure for the analysis and prognosis of the vocational training requirement
The results of the project has been:
-a tested methodology for retention and transmission of know-how in turnover processes, consisting of user friendly practice-oriented tools and procedures, ECVET oriented, for identifying and explicating implicit knowledge
-a user-friendly methodological guide for training consultants, managers and workers representatives
-a comprehensive report on companies and employees needs in the field
-study cases generated from the testing experience
-a Good Practices Handbook (paper, digital media and web-based) presenting study cases from the field test
-a project website