Most low-skilled workers’ opportunity has fewer to high-skilled worker. Research shows that learning activity through education and training is an appropriate alternative for low-skilled worker’s skill-improvement which can improve their earning and quality of life. However, previous research related to a low-skilled worker’s skill-improvement has many problems. Previous research reviews the meaning of a low-skilled worker and skill-improvement, and outlines which specific learning activities significantly influence low-skilled worker’s skill-improvement. The previous research, however; does not systemically assess, the effectiveness of low-skilled worker’s learning activity through education and training, without considering that other factors can simultaneously and independently influence their skill-improvement.
Considering these problems, the main purpose of this study is to explore (1) how a low-skilled worker’s demographic factors significantly influence skill-improvement, and (2) how a low-skilled worker’s learning activity significantly influence the skill-improvement?
Low-skilled worker’s learning activity can be divided into two factors by the way of factor analysis; (1) informal learning by superiors, informal learning by co-workers and self-learning through work, and (2) formal OJT program, Task Force Team, Quality Circle, Knowledge Mileage System and Six-sigma. The former includes “informal learning” activities by supervisors, coworkers, worker himself/herself, and the latter is “institutionalized learning” within the framework of organization.
The regression results show that a low-skilled worker’s age and gender significantly influence skill-improvement, and clarifies that “informal learning” by co-workers, and worker himself/herself positively influences skill-improvement. Quality circle and six-sigma program positively influence as well. However, the finding shows that informal learning by supervisors negatively influence low-skilled worker’s skill-improvement.
The implication presents that informal learning activity on a low-skilled worker’s flat relationship and a worker’s self direction through work can be effective to improve skill. It can be effective to be institutionalized learning activity with work-based continuity as well. However, the gender difference on skill-improvement should understand within the framework of society.