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There are growing expectations that tertiary education graduates will be ready for working life, that is, possessing the capacities to participate effectively in an occupational practice in a specific work situation. Yet, graduates are often unprepared to fulfil this expectation. In response, tertiary education increasingly includes workplace experiences (i.e., practicums, internships, and work placements). It is necessary to understand these experiences' efficacy and their optimisation to promote work-life readiness. Drawing on students' experiences of internships, this paper discusses what constitutes the value of internships in post-secondary diploma courses in Singapore.

A quantitative analysis of interview data identified the contributions afforded through these experiences in workplaces - students' intentional engagement, and their readiness for working life. Central here is how these contributions promote the development of the adaptability required for effective participation in contemporary working life. The analysis identifies challenges including students' adapting to new work environments, navigating workplace practices, and developing occupational capacities. Workplace supervisors' and host educational institutions' support suggests interns' adaptability can be enhanced by promoting the relations between the support they received, on the one hand, and their engagement with challenges during internships, on the other. These findings offer an understanding about the experiences and outcomes of interns' learning through workplaces and offer implications for supporting and augmenting transitions into working life.

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Understanding what constitutes learning across working life and how negotiating worklife transitions can be best supported has never been more important for working age adults, their workplaces and communities. The kinds and frequencies of changes in occupational and workplace requirements have consequences for personal goals, workplace viability and communities' economic and social wellbeing. Hence, for both individual and societal purposes we need to elaborate the goals for and processes of that learning and what constitutes educative worklife experiences. Drawing on a three-phase investigation of adults' worklife learning the kinds and qualities of the educative experiences directly or indirectly guiding, supporting and extending individuals' learning and development are elaborated. This includes pathways of experiences across working life: personal curriculums. The paper reports and discusses the data from: (i) worklife narratives and follow-up interviews, and (ii) 18-month monitoring of work and learning of a cohort of workers. It furthers the case for viewing lifelong learning and lifelong education as being distinct and seperate phenomena, the interdependence among the contributions of adults, their educational experiences and those provided by their communities, leading to the explanatory concepts of personal curriculum and educative experiences to illuminate and elaborate learning and development across working life.

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Forthcoming article first published online 15 June 2023 by Taylor and Francis. Show less

The concept of employability extends beyond initial occupational preparation into the ability to remain employable as, inevitably, occupational capacities and workplace requirements change frequently across working lives. Hence, the need to continually learn to remain occupationally current and respond to changing workplace requirements becomes paramount. The evidence suggests that much of that learning arises through individual efforts and the support of co-workers through work activities. So, there is a need to understand how that learning can be supported to sustain employability across lengthening working lives.

Drawing on an Australian study, reported here are perspectives from managers and workers in diverse workplaces about current modes of continuing education and training and about how workers are assisted with their learning to meet personal needs and those of employers. Employers want an occupationally current workforce that can meet specific workplace needs; workers want the capacities to remain employable, which may extend to advancing their careers elsewhere. The data indicate differences in perceptions about what is being provided, how frequently the provisions are used, and the worth of its certification. Whilst the findings indicate shared concerns about the importance of learning, there were clear differences in views about the models and processes used to support that learning. Across both sets of informants can be seen distinctions between 'training solutions' and 'learning solutions'. A more nuanced analysis suggests that the training solution is appropriate and effective at some point in workers' worklife trajectories but in other circumstances, learning through practice is proposed as being more efficacious.

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Nation states need effective, accessible, and broadly engaged provisions of continuing education and training (CET) to develop the capacities of their working-age populations. Understanding what constitutes accessible and effective CET provisions, is needed to enable informed decision-making about realising governmental goals of securing a skilled, employable, and adaptive workforce. To understand what comprises that efficacy, it is necessary to capture, analyse, and reconcile the perspectives of stakeholders including government agencies, education institutions, CET educators and, most importantly, working-age adults. Reconciliation of these perspectives is essential for establishing what constitutes an effective CET ecosystem, including what kinds of CET provisions can best meet the needs of working-age Singaporeans and their workplaces.

Drawing on an investigation of CET provisions in the island nation, this paper seeks to illuminate and advance how CET provisions might be enacted through an ecosystem perspective to promote employability.

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Purpose: Employers often claim that the lack of employee competence is a limitation in their enterprises' success and viability. Consequently, employers are important stakeholders in considerations for workforce continuing education and training (CET) policies and practices. Hence, the authors undertook an exploratory investigation to understand how employers perceive provisions of CET offered through tertiary education institutions and how they might be improved. Design/methodology/approach: Overall, 40 employers from a range of industry sectors in Singapore were surveyed and interviewed about effective CET for their employees.

Findings: These employers reported preferring one-on-one training in the workplace and being willing to invest in their employees' training so long employees remained committed to their companies. They value online education, but prefer that it is combined with workplace or face-to-face learning experiences. They proposed effective CET trainers as those with relevant industry knowledge and teaching skills and effective CET learners as those who were self-motivated, goal oriented and open-minded. Originality/value: A study of such nature that focusses on the perspectives of employers, as opposed to employees and educators, has not been undertaken before in Singapore. Given Singapore's increasing emphasis on lifelong learning and the workplace as a vital site for that learning, the lessons learnt here transcend national boundaries and may serve as a useful reference for other countries that seek to provide inclusive and equitable quality education and lifelong learning for all.

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Young people's decision-making about post-school pathways are influenced and shaped by parents, teachers, and other familiars. Yet, these familiars are often uninformed about vocational education as it has not been part of their personal experience. Instead, they may reflect and further embed the relatively low standing of that option. The lack of access to informed advice potentially leads to privileging university entrance, and post-school pathways not aligned with young people's capacities and interests. This raises questions about whether advice, from those familiar with this educational sector and occupations it serves (e.g. vocational educators), would offer different and more helpful advice than familiars.

Reported here are perspectives of and advice provided by over 300 vocational educators about educational/training courses that may suit young people's needs, preferences, and ways of engaging and informing them about post-school pathways, and how to enhance vocational education's standing as a potentially viable post-school pathway.

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Context: The transitions adults negotiate across their working lives as they secure, maintain and develop further employability through their learning are of interest to governments, workplaces, and workers themselves.

Approach: Through analyses of worklife history interview data with 30 working age adults, distinct kinds of changes comprising these transitions have been delineated as representative of changes that have person-particular meanings and impacts. This delineation represents understandings of processes and outcomes for adults' learning and development.

Findings: These transitions have specific kinds of scope, duration, and impacts in terms of continuity/discontinuity with individuals' earlier activities and knowing. These transitions were identified as being of six kinds: (i) life stages, (ii) employment status, (iii) occupations, (iv) relocations, (v) health, and (vi) personal preference or trajectories.

Conclusion: Such findings point to a broader range of educative experiences than those privileged in lifelong educational provisions and the importance as viewing curriculum as being a personal, rather than institutional pathway.

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The concept of curriculum as a personal journey is now timely, yet timeless and pertinent as an explanatory basis for understanding learning and development across the lifespan. It addresses a current need to explain adults' learning across working life when achieving individual, occupational, community, and societal goals. Advancing this explanation necessitates elaborating how that learning is realised and can be supported educatively.

This conceptual paper presents and discusses the concept of personal curriculum to illuminate and explain pathways of adults' learning and developmental experiences across working lives. It offers a perspective of curriculum as a personal, rather than an institutional phenomenon. It also extends the concept of 'experienced curriculum' beyond periodic episodes of engagement in educational programmes to capture the continuity of educative experiences across the adult life course. Importantly, this concept liberates curriculum from the constraints of something intended, enacted and appraised within specific social settings (e.g. educational and work settings) to be more inclusive of the totality of learners' experiences. The case is made for its conceptual, theoretical and practical salience beyond a focus on institutional imperatives. Drawing upon empirical work on how working age adults sustain their employability across working lives, this conception extends discussions about what constitutes curriculum, to encapsulate the learning pathways individuals take across working life.

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Purpose: This paper aims to examine employee-driven innovation (EDI) intertwined with learning, creating a new description combining these two concepts: employee-driven learning and innovation (EDLI). This paper provides insights into the nature of EDLI based on the existing theories and perspectives. It seeks to elaborate EDLI as an ongoing process in and through work. Design/methodology/approach: The paper draws on Jaakkola's (2020) guidance for structuring a conceptual article. The authors first describe the theoretical starting points related to EDI and then elaborate its relationship with learning at work, with the aim of structuring the key elements involved, drawing on and interpreting existing theory and knowledge.

Findings: In summary, advanced here are five premises for describing EDLI at work: (1) EDI and workplace learning are strongly intertwined phenomena, (2) learning in the EDI process occurs simultaneously at the intra-personal and inter-personal levels as a reciprocal process of adaptive and innovative learning, (3) innovations are only manifested in and are relevant to the specific cultural-historical and social context of particular enterprises, (4) the continuity of innovations and learning processes is enabled by participation and (5) triggers from outside the workplace, behind the innovation and the specific consequences (that transcend workplace boundaries) of the innovation anchor aspects of the process outside the workplace or work practice. Originality/value: The paper advances a description and justification of EDLI. As such, it extends, connects and updates previously established theoretical models and explanations of this about EDIs. Based on the premises advanced here, the theoretical and practical contributions are discussed and the research gaps and needs for further research identified.

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