One Learner, One record

International Workplace是一家市场领先的数字学习提供商，为英国和国际上的公共和私营部门组织提供健康、安全和设施管理学科的认证和认可培训。**一个学习者，一个记录**是国际工作场所的一个新项目，其目的是解决教育后学习中的一个关键问题——糟糕的数据实践——这限制了数字学习的有效性，限制了规模，最终限制了增长。2018年引入的《通用数据保护条例》（GDPR）旨在规范良好的数据实践，但目前的行业格局的特点是记录管理不一致、对员工绩效数据的过度监督以及学习者的自主权和数据主权的削弱。在未来工作研究所（Gilbert等人，2021年）的一项调查中，大多数工人“完全没有信心”知道他们的雇主是否使用他们的数据来评估或预测他们的表现（67%，图6）；或者他们的雇主为什么以及出于什么目的收集他们的数据（52%，图12）。有一种风险是，在新技术的开发过程中，数据化的伦理和社会影响被忽视了。**一个学习者，一个记录**采用新技术，将每个人的记录视为个人的主权，因此他们拥有自己的学习参与数据，当他们从一个雇主转到另一个雇主时，这些数据有效地转移到他们身上。这让他们在与雇主分享数据的方式上有了发言权，并让他们有可能建立一个便携式的终身学习历史。该项目结合Web3和智能合约应用程序，旨在纠正雇主和雇员之间数据关系中的权力不平衡，同时继续利用机器学习解决方案来个性化学习途径并提高合规性。

International Workplace is a market-leading digital learning provider, delivering certified and accredited training in the disciplines of health, safety and facilities management to public and private sector organisations in the UK and internationally.**One learner, one record** is a new project at International Workplace whose purpose is to address a critical problem in post-education learning -- poor data practice -- which limits the effectiveness of digital learning, constrains scale and ultimately restricts growth. The introduction of the General Data Protection Regulation (GDPR) in 2018 sought to regulate good data practice, but the current industry landscape is characterised by inconsistent records management, over-surveillance of employee performance data, and a weakening of learners' autonomy and data sovereignty.In a survey by the Institute for the Future of Work (Gilbert _et al._, 2021), a majority of workers were _'not at all confident'_ that they knew whether their employers used their data to assess or make predictions about their performance (67%, Fig.6); or why and for what purposes their employer collected data about them (52%, Fig.12). There is a risk that the ethical and societal impact of datafication is being overlooked in the development of new technologies.**One learner, one record** employs new technologies to treat each individual's record as sovereign to that individual, so they own their own learning engagement data which effectively transfers with them when they move from one employer to another. It gives them a say in the way their data is shared with their employer and allows them to potentially build a portable history of their learning for life.Utilising a combination of Web3 and smart contract applications, the project aims to redress the imbalance in power in the data relationship between employers and employees, while continuing to utilise machine learning solutions to personalise learning pathways and improve compliance.