ABSTRACT
Our initial thesis is that learning in the work process cannot be reduced to a reaction to technological developments but must be thought of prospectively, considering the three mutually complementary perspectives of competence development of employees, organisational development and digitalisation. First, this approach relieves us of one-sided attributions according to which the subject alone has to guarantee his or her ability to function in the labour market through self-directed lifelong learning and provides approaches to filling the current vacuum of responsibility in company education work. Second, it considers the role and importance of organisations because companies are by no means neutral with regard to digitalisation. Third, it is about the nature of learning in the context of work, respectively, the interrelation between organisational frameworks and individual learning. Digitalisation should therefore always be understood as a kind of organisational technology because technology is not a neutral functional mechanism that fits seamlessly into existing structures and rules and optimises them in terms of effectiveness.
