I am currently writing up a research report on the implementation by a training provider of flexible learning approaches in enterprise workplaces in regional NSW.

The research identifies the range of contexts and the complex set of factors that impinge on an implementation of flexible learning. This contrasts with the simplistic use of throughaway terms by the media recently, like ‘ increasing skills training', as if that is a matter of pulling a lever or two. In terms of different contexts, I map out the regional contexts (two regions are involved); the industry context (two); the enterprise context (two); and the training provider's context.

One of my key findings is that the stakeholders representing these different contexts are interdependent. The range of different stakeholders, from government advocates of regional development to industry spokespeople to enterprise leaders and training providers, need and want to work together to support regional development and skill development. The RTO involved is determined to leverage off the interdependent relationship it has with the other stakeholders, to develop improved strategies and models for supporting flexible learning within local workplaces.

Implementing flexible learning in regional enterprises requires sophisticated management.