The labour-oriented perspective of validating non-formal and informal learning: Lessons learned from three Dutch case studies

Organisations that support employees to take responsibility and ownership for their lifelong learning can reinforce the return on investment in human resources development (HRD). In this way, learning is a process driven by a dialogue on personal development and steered by HRD. The result of this dialogue is mutually beneficial to employers and employees. Based on the reflection of employees in three Dutch cases, an answer was sought to the questions of how the Validation of Non-formal and Informal Learning (VNIL) system fits into the operationalisation of dialogues on personal development within a labour-oriented perspective and what this means for the application of Validation of Non-formal and Informal Learning (VNIL) in the HRD of public and private organisations. The aim is gaining insight into the linkage of personal qualities and development opportunities within public and private organisations. The extent to which organisations are able to activate dialogues using VNIL not only colours HRD strategies but also results in an open dialogue on and shared ownership of lifelong learning. Both dialogue and shared ownership reinforce the organisation's mission. Lessons learned from Dutch cases highlight available approaches and opportunities for employers and employees when activating the labour-oriented perspective of the VNIL.