In this report, learning conditions in Norwegian workplaces were examined to identify ways of making workplaces more conducive to learning. Data were collected through interviews in 11 firms and a questionnaire survey of 1,300 private sector and 200 public sector employees. Opportunities to learn through work varied widely. Older women with little education had the least learning-intensive jobs, whereas men with long years of education had the most learning-intensive jobs. The highest percentage of learning-intensive jobs was in the oil industry. The lowest percentages of learning-intensive jobs were in the wholesale/retail trades and hotel and restaurant industries. The following factors were identified as promoting learning through work: (1) a high degree of exposure to demands from customers, management, colleagues, and owners; (2) a high degree of exposure to changes in technology, organization, and work methods; (3) managerial responsibility; (4) extensive external professional contact; (5) a good opportunity for feedback from work; (6) support and encouragement for learning from management; and (7) a high probability that skills will be rewarded through interesting tasks, better career possibilities, or better pay. Improving several learning conditions simultaneously appeared the best way of promoting learning through work. Several important advantages in certification and quality assurance for companies as learning environments were identified. (Contains 31 tables/figures.) (MN)