 |
|
 Find related Union learning reps training courses. See all courses.  Unionlearn ‘The Equality & Diversity Forum’ Unionlearn ‘The Equality & Diversity Forum’ Unionlearn ‘The Equality & Diversity Forum’ Unionlearn ‘The Equality & Diversity Forum’ Unionlearn ‘The Equality & Diversity Forum’ Sussex ULRs local network meeting East of England Regional Network Meeting Northwest Learning Centre Strategy Norfolk and Suffolk unionlearn forum Essex and Herts unionlearn forum Unions and Employers helping to build Working Communities Maths Messengers - A fun and interactive training session Bedfordshire and Cambridgeshire unionlearn forum South East Regional Network Meeting  |
Union Learning Reps boost training and workplace morale, survey showsThree-quarters of union learning reps have helped arrange courses for their colleagues and almost half have obtained funding for learning, a survey has found. The survey shows that ULRs are playing an increasingly significant role in providing work-related learning and training. Almost two-thirds of managers reported that ULR* activity had increased the provision of basic literacy and numeracy skills and a majority agreed that there had been increases in job-related training and courses leading to qualifications. Nearly three-quarters of ULRs claimed to have recruited or help to recruit new members into their union. The vast majority are happy to continue as ULRs and say that they get sufficient support from their union and unionlearn. The findings are revealed in a report by academics Alison Hollinrake, Richard Saundry and Valerie Antclif. It said: 'While most managers highlighted the role played by ULRs in increasing awareness and generating enthusiasm for learning, a number also cited their ability to reach groups who have traditionally been resistant to learning and also the positive impact of ULR activity on staff morale and management union relationships. Two-thirds of ULRs reported that their activity improved management/union dialogue and almost 60 per cent said that it improved management/union relationships in general.' However, there are crucial obstacles to effective ULR activity. Typically ULRs have to use their own time to assist their colleagues with learning. While the majority receive reasonable time-off, most are then expected to make-up the work that they have missed. The report said: 'Where formal learning agreements were in place and also where management and unions had entered into a learning partnership, ULRs were more positive about the attitudes of employers and were more likely to report increasing activity. This was particular evident where employers had signed the Skills Pledge*. In short there appeared to be a virtuous circle of employer commitment, ULR activity and improved training outcomes.' NOTES TO EDITORS: In total, 1,292 ULRs responded to the survey. Of these 968 responses were received from active ULRs and 314 responses were received from inactive ULRs. This represents an overall response rate of 12.1%. In addition 92 managers have responded to the survey, a response rate of 47.1%. The Report of the 2009 Survey of Union Learning Representatives and their Managers was written by Alison Hollinrake, senior lecturer in Employee Development, University of Central Lancashire, Richard Saundry, reader in International Employment Relations, University of Central Lancashire and Valerie Antcliff, research associate, Centre for Enterprise, Manchester Metropolitan University. The full report is available at http://www.unionlearn.org.uk/publications/index.cfm?frmPubID=177 All unionlearn press releases can be found at www.unionlearn.org.uk Media enquiries: Press release (500 words) issued 19 Jul 2010 |
|
unionlearn Telephone 020 7079 6920 |
|
