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The Government stated that they were placing learning at the heart of its ambition. Through consultation the aim was to place learning as alive long process, building on human capital by encouraging the achievement of knowledge and skills, that emphasis creativity and imagination. This lifelong learning would be in place by the first decade of the new millennium (Green Paper 1998).

One of the concepts of lifelong learning is to encourage people back into education; developing the community with knowledge and skills. Barriers of entry into education were removed allowing the growth in knowledge to be part of every ones lives. The government identified target areas that were underrepresented in higher education, and introduced measure to address the problems. This should allow access to learning and education for all individuals (DfEE 1999).

A change to a learning society is achieved by improving the vocational education and training of individuals (Coffield, F. 1998). Anne Wrighta founder of one UFI reinforced the benefits stating that “encouraging people to understand the need to update their skills is the main challenge.' For this to be successful all parties involved must cooperate. This will then provide learning that is relevant, accessible, flexible, affordable and fun. Access to learning should be available to all that require knowledge, removing any barriers (Wright,A. cited in Weston, C. 1998).

The government have introduced individual learning accounts, contribution from public funds will be made through local Training andEnterprise Councils (TECs) and the Chambers of Commerce. The rationale behind this policy is individuals will add to their own account, persuade their employers to sponsor them, or even borrow money to pay for the learning and qualifications they require. Thus placing the onus on the individual to obtain the training required, taking it away from government (Ashby, P. 1998).

It is argued that organisations require new skills to survive; the new thinking is based on complexity and chaos theory. Organisations are viewed as self-regulating, emergent, open, whole systems. This contrasts the metaphor of organisations being machines to that of organisations as living systems (Capra 2002 cited in Nixon 2004:58).For organisations to prosper in the future global economy, workplace culture needs to enhance a learning organisation, fluid responses tithe ever changing environment. This can only be obtained with proactiveHRD policies, disseminating a culture of learning throughout the organisation (Nixon 2004).

There is conflict within the majority of organisations in the UK as to how much of the resources will be dedicated to training. This is a buyoff for the economic position of the organisation, and can prove short-sighted in the long term.. Although within the private sector there is now a growth in training budgets. Training has always been the the first cost cuts in times of recession. Yet the organisations needs attain work force to survive. The economic perspective of training depersonalises the 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。