På spaning efter arbetsplatsvalidering : en studie av fyra organisationers synliggörande av kompetens

Sammanfattning: Recognition of Prior Learning (RPL) has become a frequently used method in the assessment and evaluation of knowledge and skills, mainly with unemployed people with the aim to facilitate the transition to further education or employment situations. RPL has chiefly been used within municipality driven adult education activities, often seen as a labour market measure. It has also been used as a method when municipalities have lifted the educational level for certain professional groups like kindergarten staff or nursing assistants. In the thesis this is called traditional RPL. Within the private sector the evaluation of competence has in a way always been prevalent in different forms, yet in work places RPL has not been a method that has been used to a greater extent. The aim with this study has been to examine how four different work places visualize, assess and value knowledge and skills. This "system" of assessment and evaluation has in th is thesis been called Work Place RPL.The main method for the collection of data has been interviews, which has been done with Personal Managers, Team leaders and Union representatives from each of two companies and two municipalities.In analysing the data material a model about professional skill of Ellström has been used, also theories about rationality (Weber, Ritzer, Flyvbjerg), individualization (Beck, Allvin) and about organisation (Røvik). The results show that companies and municipalities have well developed "systems" for assessing and evaluating the knowledge and the skills that move in, within and out of the studied organisations. The assessment that is being done, do not have the goal, as with traditional RPL, to give the individual a proof of their competence. The reasons why knowledge and skills are being assessed and evaluated within these organisations can rather be explained by an existing logic of production. The general conception of visualizing the skills of the individual is about the risk of competence flight or a raised price of the skills that has been invested in and developed within the organisation. For these reasons more or less developed and deliberate strategies for visualizing as well as "unvisualizing" competence can be found within these organisations. A tentative discussion is also held about possible ways of development for the validation of knowledge and skills that are found within the work places.

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