Kontormedarbejderes syn på kompetenceudvikling for at være relevante på fremtidens arbejdsmarked: Kontormedarbejderes syn på kompetenceudvikling for at være relevante på fremtidens arbejdsmarked

Office workers view on competence development in order to be relevant on the future labor market: Office workers view on competence development in order to be relevant on the future labor market

Gadsbøll, Peter

4. semester

Læring og Forandringsprocesser, Kandidat

2023

2023-05-31

60

Dette speciale undersøger, hvordan HK-Privat-medlemmer, HK-Privat som fagforening og tilknyttede arbejdsgivere vurderer behovet for kompetenceudvikling for at forblive relevante på fremtidens arbejdsmarked. Udgangspunktet er to brede tendenser: EU-drevne krav om nye ESG-initiativer i store virksomheder og en markant jobmobilitet i Danmark. Den gennemgåede litteratur peger på, at kompetenceudvikling hænger positivt sammen med oplevet employability og karrieresucces, og identificerer fem typer barrierer for voksenuddannelse: situations-, institutions-, informations-, sociale og kulturelle samt mentale barrierer. I analysen inddrages Illeris’ begreb om en livsvending (ca. 45–65 år), hvor voksne bliver mere selektive i deres læringsvalg, samt Mezirows begreb om kritisk refleksion. Empirisk bygger specialet på semistrukturerede interviews med tre HK-Privat-medlemmer, to faglige specialkonsulenter, to medarbejdere fra karrieretelefonen, en repræsentant fra Dansk Industri med fokus på kontorområdet samt en HR-medarbejder fra Trafikstyrelsen. Data peger på, at HK-Privat-medlemmerne ser behov for kompetencer inden for miljø- og ESG-relaterede indsatser, Robotic Process Automation (RPA), IT inklusive brug af AI-værktøjer samt evnen til at skifte job. Desuden indikerer materialet, at medlemmerne kan opdeles i to grupper, hvor nogle er bevidste om deres behov for kompetenceudvikling, mens andre i mindre grad er det. Specialet bidrager med et praksisnært indblik i, hvilke kompetenceområder kontormedarbejdere og deres interessenter prioriterer, samt hvilke læringsmæssige barrierer der kan påvirke deres muligheder for at omstille sig.

This thesis examines how HK-Private union members, the HK-Private union, and associated employers view the need for competency development to remain relevant in the future labor market. It is framed by two broad trends: EU-driven requirements for new ESG initiatives in large companies and high job mobility in Denmark. The reviewed literature finds positive links between competency development, perceived employability, and career success, and identifies five types of barriers to adult education: situational, institutional, informational, social and cultural, and mental. The analysis draws on Illeris’s notion of a midlife “turning point” (approximately ages 45–65), when adults become more selective in their learning choices, and Mezirow’s concept of critical reflection. Empirically, the study uses semi-structured interviews with three HK-Private members, two specialist union consultants, two staff from the union’s career helpline, one representative from the Confederation of Danish Industry (focused on office occupations), and one HR representative from the Danish Transport Agency. The data indicate that members identify needs for competencies in environmental/ESG-related initiatives, Robotic Process Automation (RPA), IT including the use of AI tools, and the capability to change jobs. The material also suggests two member profiles, with some participants being aware of and articulating their development needs while others appear less so. The thesis offers a practice-oriented view of which competence areas office workers and stakeholders prioritize and which learning barriers may shape their ability to adapt.

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