The impact of the union learning representative: a survey of ULRs and their employers

This paper reports the views of both union learning representatives (ULRs) and managers in relation to the impact ULRs have had on the levels of employee participation in training. It also identifies the factors that are associated with the ability of ULRs to influence participation in training. The analysis, which is based on data from the 2007 unionlearn survey of ULRs and matched data from a survey of managers, shows that 73 per cent of ULRs and one-half of managers report that ULRs have had a positive impact on either employer-funded or non-employer-funded training. Both ULRs and...  [+] Show more

This paper reports the views of both union learning representatives (ULRs) and managers in relation to the impact ULRs have had on the levels of employee participation in training. It also identifies the factors that are associated with the ability of ULRs to influence participation in training. The analysis, which is based on data from the 2007 unionlearn survey of ULRs and matched data from a survey of managers, shows that 73 per cent of ULRs and one-half of managers report that ULRs have had a positive impact on either employer-funded or non-employer-funded training. Both ULRs and managers report that ULRs are more likely to have had a positive influence in increasing employee participation in training where ULRs are active, where managers value their activities, and where managers negotiate with union representatives when deciding training matters.

Published abstract.