How To Practise Apprenticeships That Work
by Anthony Mann
Senior Analyst, Directorate for Education too Skills
The OECD estimates that over the adjacent 10 to 20 years, half of all jobs volition either disappear or radically transform equally machines buy the farm along to automate tasks that were in 1 lawsuit performed past times humans. Many other novel jobs too tasks volition endure created. Such upheaval inwards the labour marketplace position creates a novel challenge for didactics systems: what noesis too skills practise immature people today demand for an unpredictable future?
One way to respond to this challenge is through work-based learning: a well-established agency of combining classroom learning too skills evolution inwards the workplace. Over the terminal 3 years, our squad at the OECD has worked alongside countries to closely essay out work-based learning too position the characteristics that buy the farm far most effective. In a serial of working papers, the squad has reported on how to incentivise employers to participate inwards work-based learning, how to best develop skills inwards the workplace, too how to brand workplace learning relevant to both disadvantaged youth too adults looking to retrain.
H5N1 novel report, Seven Questions nearly Apprenticeships: Answers from International Experience, reveals insights into the purest shape of work-based learning: apprenticeships. Drawing on bear witness from across OECD countries, the study identifies too answers 7 major questions around apprenticeship programmes, alongside a focus on commutation elements to success.
Apprenticeships today are increasingly seen equally attractive routes to both white- too blue-collar occupation across a broad make of science levels. For employers, they offering an first-class chance to bring upward the skills they require. But equally the study finds, apprenticeships shape the transition from schoolhouse to travel inwards really unlike ways, too to diverse extents, across countries.
In countries where apprenticeships thrive, policy makers house a strong focus on agreement the costs too benefits for apprentices, too especially for employers. In successful apprenticeships, employers are able to recoup their costs towards the goal of the programme. Rather than providing fiscal incentives to encourage employers to participate, governments would endure amend off focusing on policy elements that create upward one's hear the cost-benefit remainder of apprenticeship programmes.
Apprenticeship duration, apprentice pay too the capacity of employers to accelerate skills evolution all contribute to the costs too benefits that create upward one's hear whether apprenticeships are attractive to both employers too potential apprentices. This is why social partnerships that involve employers, professional person associations too merchandise unions inwards the pattern procedure tin endure too then of import inwards getting the cost-benefit remainder correct for both sides.
The extent to which productive skills are developed varies across occupational areas, too trainees stimulate workplace learning from unlike starting points, which tin influence the cost-benefit balance. That’s why well-designed apprenticeship programmes bring built-in flexibility: they develop the skills demanded past times unlike occupations piece coming together the needs too abilities of unlike learners. And such flexibility volition acquire fifty-fifty to a greater extent than of import equally global labour markets buy the farm along to transform. In other words, when it comes to apprenticeship programmes, 1 size should non lucifer all.
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Senior Analyst, Directorate for Education too Skills
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| Photo credit: Shutterstock |
One way to respond to this challenge is through work-based learning: a well-established agency of combining classroom learning too skills evolution inwards the workplace. Over the terminal 3 years, our squad at the OECD has worked alongside countries to closely essay out work-based learning too position the characteristics that buy the farm far most effective. In a serial of working papers, the squad has reported on how to incentivise employers to participate inwards work-based learning, how to best develop skills inwards the workplace, too how to brand workplace learning relevant to both disadvantaged youth too adults looking to retrain.
H5N1 novel report, Seven Questions nearly Apprenticeships: Answers from International Experience, reveals insights into the purest shape of work-based learning: apprenticeships. Drawing on bear witness from across OECD countries, the study identifies too answers 7 major questions around apprenticeship programmes, alongside a focus on commutation elements to success.
Apprenticeships today are increasingly seen equally attractive routes to both white- too blue-collar occupation across a broad make of science levels. For employers, they offering an first-class chance to bring upward the skills they require. But equally the study finds, apprenticeships shape the transition from schoolhouse to travel inwards really unlike ways, too to diverse extents, across countries.
In countries where apprenticeships thrive, policy makers house a strong focus on agreement the costs too benefits for apprentices, too especially for employers. In successful apprenticeships, employers are able to recoup their costs towards the goal of the programme. Rather than providing fiscal incentives to encourage employers to participate, governments would endure amend off focusing on policy elements that create upward one's hear the cost-benefit remainder of apprenticeship programmes.
Apprenticeship duration, apprentice pay too the capacity of employers to accelerate skills evolution all contribute to the costs too benefits that create upward one's hear whether apprenticeships are attractive to both employers too potential apprentices. This is why social partnerships that involve employers, professional person associations too merchandise unions inwards the pattern procedure tin endure too then of import inwards getting the cost-benefit remainder correct for both sides.
The extent to which productive skills are developed varies across occupational areas, too trainees stimulate workplace learning from unlike starting points, which tin influence the cost-benefit balance. That’s why well-designed apprenticeship programmes bring built-in flexibility: they develop the skills demanded past times unlike occupations piece coming together the needs too abilities of unlike learners. And such flexibility volition acquire fifty-fifty to a greater extent than of import equally global labour markets buy the farm along to transform. In other words, when it comes to apprenticeship programmes, 1 size should non lucifer all.
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