Training Plan

Our conclusion from the previous blog was that a training plan provides substantial benefits to a works council. Through training, works council members invest in their development and job satisfaction, and effective employee representation also improves decision-making and support. This benefits the continuity of the organization. Training is a responsibility shared by works council members and the employer. The employer should facilitate training by covering its costs and allowing works council members sufficient time to attend.

A Tailored Approach to Training

A challenge in training works council members is their varying levels of experience and expertise in employee representation. A one-day group training may not address the unique needs of each member. For some, a basic training in the Works Councils Act (WOR) suffices, while more experienced members may seek deeper insights. However, group training can still be beneficial as works council members present themselves as one body, with individual roles and responsibilities within it. Another consideration is that training takes time. During staffing shortages, it can be challenging to allocate time for employee representation work, especially when the works council is not fully staffed.

Digital Learning

Training can take place in various ways. In addition to traditional in-person training, it can also involve attending conferences and workshops. Technology has also continued to advance. To maximize the effectiveness of training plans, it’s beneficial to incorporate the latest insights on learning and development into these plans. In this blog, we highlight two such approaches: digital learning and performance support (application in the workplace).

Since COVID-19, digital learning has rapidly expanded. It has been evolving for about 20 years, and most large companies now use some form of digital learning. This might include e-learning for onboarding, digital courses for mandatory training of healthcare staff, or digital platforms with hundreds of courses aimed at employees’ professional and personal development, such as GoodHabitz. There are likely very few works council members who haven’t encountered digital learning, as it has quickly become the norm.

Equally Effective

Digital learning is more than a trend. Studies show it is as effective as classroom instruction for both knowledge and skill acquisition, and a combination of digital and in-person learning often yields slightly better results for knowledge-focused interventions. Active engagement—through assignments, quizzes, or other interactive methods—improves learning, as does multimedia integration (text, audio, illustrations, and video). This provides flexibility and customization, catering well to the diverse training needs of works council members.

Opportunities

Implementing digital learning within the works council context offers valuable opportunities. We believe it could be utilized even more, especially in combination with the organization’s internal offerings. This allows for smart combinations that enhance the learning experience. At MEDE, we have over 8 years of experience combining digital learning with live training, yielding positive results. Works council members appreciate the ability to review digital trainings at their own pace and preferred time, tailored to their needs.

For instance, a member of the Health, Safety, Welfare, and Environment committee might opt for additional training on workplace safety, while the chair may prefer a module focused on constructive communication. The entire works council could then choose a module dedicated to works council consultation and decision-making processes. This approach allows for efficient preparation and use of shared sessions. Training plans are ideally suited for determining an optimal mix of digital learning and live sessions after assessing works council members’ needs.

Performance Support

The second development is performance support. This form of learning is ideal for applying knowledge or skills and is often used to help employees practice what they’ve learned in training. Works council members likely recognize this scenario: you took a course weeks ago and clearly understood the difference between advisory and consent rights at the time, but now that an issue arises, you’re unsure. That’s when on-the-spot support is invaluable.

De Clercq Advocaten has developed a WOR app that works council members can use for practical assistance on the job. The app includes the complete legislative text, a glossary of terms and articles, and explanations with tips. Current case law is integrated into these explanations, so if there’s a discussion during a meeting about whether a decision is “significant,” members can look up the relevant criteria together on the app. Through the app’s blog, works council members stay informed on legal changes and other developments. Support in your pocket!

Questions?

Do you have questions about employee representation? Contact Renate Vink-Dijkstra, Partner & Attorney at law Employment & Employee Participation, or Barbara van Dam, Paralegal Employment & Employee Participation.

This blog was written in anticipation of OR Live on October 16, 2024, in collaboration with MEDE.

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