1. From Per-Erik Ellström and Peter Nielsen

2.  Learning potential of the job or tasks?  Feedback, evaluation and reflections  Formalised working processes?  The employees participation in solving problems and in development of work processes.  Learning ressources

3.  The educational level of the employees ◦ number of academics, technicians  The level of knowledge in the company ◦ technical, technological, processing, manufactoring, business processes  To which extent is competence development tied to the company strategies and traditions  Knowledge about how the company usually gets new knowledge ◦ recruitment of new employees, external courses, in-house courses, suppliers

4.  To which extent is there an organisational anchoring of competence development in the company? ◦ HR, educations manager, employee development systems  Measurement of the use of different ways of CPD in the company  To which extent are new projects tied to the need for new competence development

5.  A measure for activities for knowledge sharing ◦ traditions, knowledge sharing systems, intranet, inspirational meetings, “Friday-afternoon-beer” meetings, internal education