Purpose

With the purpose of promoting cross-field dialogue, this paper aims to review workplace learning (WPL) and human resource (HR) literature. The authors endeavour a conceptual examination and discussion of the bridges that link both research fields in relation to learning, in an effort to establish an integrated understanding of learning in workplaces.

Design/methodology/approach

This paper uses a scoping review focused on how learning is approached in WPL and HR studies. An analysis of the selected literature reveals fundamental themes and dimensions that further our understanding of learning in the context of work.

Findings

Overall, there are three learning dimensions where WPL and HR conceptually interrelate, namely, skills, incentives and work design. The scoping review also shows that HR is output-oriented and looks to learning as capital for enterprises, especially in light of enterprise performance for competence development. WPL centres more upon socio-cultural and practice-based configurations and the individual. It encompasses the human dimension of learning as something enriching the whole of life, including work life.

Originality/value

This paper contributes with a unique inquiry into the interrelations between WPL and HR approaches to learning, highlighting the complementarity between WPL theoretical features and HR practices. At the core of our findings is that WPL becomes analytically visible through how HR learning strategies are designed and deployed in the forms of skill development, incentive structures and work design, referring to both workplace structure and cultural features.

中文翻译：

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在工作环境中学习的方法——工作场所学习和人力资源

目的

为了促进跨领域对话，本文旨在回顾工作场所学习（WPL）和人力资源（HR）文献。作者努力对将两个研究领域与学习相关的桥梁进行概念检查和讨论，以努力建立对工作场所学习的综合理解。

设计/方法/方法

本文使用范围审查，重点关注 WPL 和 HR 研究中如何进行学习。对所选文献的分析揭示了基本主题和维度，这些主题和维度可进一步加深我们对工作环境中学习的理解。

发现

总体而言，WPL 和 HR 在概念上相互关联的三个学习维度，即技能、激励和工作设计。范围界定审查还表明，人力资源以产出为导向，并将学习视为企业的资本，尤其是从企业绩效的角度发展能力。WPL 更关注社会文化和基于实践的配置和个人。它涵盖了学习的人文层面，丰富了整个生活，包括工作生活。

原创性/价值

本文对 WPL 和 HR 学习方法之间的相互关系进行了独特的探讨，突出了 WPL 理论特征和 HR 实践之间的互补性。我们发现的核心是，通过人力资源学习策略如何以技能发展、激励结构和工作设计的形式设计和部署，WPL 在分析上变得可见，同时涉及工作场所结构和文化特征。