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Purpose - The classical form of dual vocational training in Switzerland is on-the-job training combined with theoretical education in a school. In order to be an attractive educational choice for both enterprises and pupils, the apprenticeship model has to be constantly adapted to the demands of the labour market. As a potential model for future apprenticeship training, large firms started to concentrate their apprenticeship training in one or a few sites. More recently, independent external firms have been set up with the express purpose of training apprentices for other companies. This article aims to discuss these new developments. Design/methodology/approach - This article bases its discussion of the developments on the basis of a unique data set comprising more than 2,300 training companies in Switzerland. Findings - The observations reported in this article suggest that training in a training centre is a viable alternative to the usual in-house apprenticeship system where the apprentice is trained within the company. However, training centres will never be an ideal solution for all occupations or for every company. Training centres are primarily worthwhile for investment-intensive occupations where the main objective is to invest in an apprentices human capital and thus help ensure a steady supply of highly qualified workers. Originality/value - The article presents useful developments in the use of training centres.

Purpose - The paper aims to review the National Open Apprenticeship Scheme and how it has fulfilled its mandate of promoting skill acquisition and youth employment in Nigeria, in the 17 years since the inception of the National Directorate of Employment NDE. Design/methodology/approach - Site visits to trainers' workshops were carried out to observe the programme in practice and examine documents and annual reports made available at the NDE Office in Benin City, Edo State, Nigeria. Findings - The paper finds that master craftsmen and women operate both the traditional apprenticeship system and the NDE scheme using the same training methods. It reveals that there are no Saturday Theory classes due to lack of funds. It also finds that apprentices have low educational background, no evaluation and certification at the end of training they get an equivalent of about 3 a month and are paid in arrears of three to six months. It is found that there is a shortage of tools and drop-out rate is high. Research limitations/implications - The latest annual report available was for year 2000, which may not be very current. The paper focuses on only one out of 36 states, although the programme is centrally controlled from Abuja, Nigeria's capital and may have similar features. Practical implications ? The paper provides insight for stake-holders involved in providing vocational skills geared towards solving unemployment problems in Nigeria. Originality/value - There is a dearth of literature in the area of vocational skills in Nigeria. This paper tries to contribute to the body of knowledge in this area, especially after 17 years of NDE existence.

Purpose - This paper aims to compare the performance of building trades apprenticeship programs in the USA, sponsored jointly by employers and unions, with those sponsored unilaterally by employers. It reviews enrolment and graduation rates, including participation of women and minorities. The article also looks behind the numbers to examine the operation of apprenticeship. It reviews the evolution of joint programs, including institutional arrangements and recent innovations to cope with the challenging characteristics of construction labor markets. Design/methodology/approach - Statistical comparisons by type of program sponsor are carried out using individual-level data on registered apprenticeship for the period 1996-2003. Evolution of apprenticeship programs is discussed in a historical perspective. Findings - Joint programs with union participation were found to have much higher enrolments and greater participation of women and ethnic/racial minorities. Joint programs also exhibit markedly better performance for all groups on rates of attrition and completion. Joint programs have developed various innovations, including college credit for training and scholarship loans to expand apprenticeship and improve quality and retention, although there are no quantitative evaluations of the effectiveness of many of these specific measures. Research limitations/implications - Statistical information includes about 65 percent of all registered apprentices in the USA. Practical implications - The paper shows that alternative forms of training sponsorship have substantially different effects on enrolment and graduation. Identification of the practices, that improve enrolment and retention, and their widespread adoption would enhance the effectiveness of training programs. Originality/value - The dataset used in this paper has not yet been used in any publications. The findings regarding joint programs are notable, in view of the skilled labor shortages facing the construction industry in the USA.

Purpose ? This paper proposes to investigate the modernisation of the German Dual System for apprenticeships. Design/methodology/approach ? The paper looks at the history of the development of the Dual System and looks at the challenges it faces today. Findings ? The paper finds that Germany, with its long-standing tradition of dual apprenticeships and the reputation of maintaining its practices rather than changing them, has joined the vocational education and training reform agenda. It also finds that reforms seem inevitable in the face of a partial failure of the traditional mechanisms operating within the existing apprenticeship system. Originality/value ? This paper is useful in highlighting the challenges faced by a traditional apprenticeship system.

This paper aims to report findings from a UK study funded by the Equal Opportunities Commission to explore gender segregation in apprenticeships in five strongly segregated sectors construction, plumbing, engineering, information technology all strongly male-dominated, and child care female-dominated. The aim of the research was to consider the nature of the barriers preventing young people moving into apprenticeships in these areas of work and to investigate the actions that have been taken by local Learning and Skills Councils to address gender segregation in apprenticeships. Design/methodology/approach -- The research consisted of a survey of Local Learning and Skill Councils the bodies that fund all post-16 learning provision outside higher education in the UK, case study interviews in five geographical regions selected as examples of good practice, and interviews with representatives of Sector Skill Councils. Findings -- This paper reports some of the barriers encountered by organisations involved in encouraging young people to enter vocational training and by apprentices themselves, and the actions that organisations have taken to try to encourage more diverse groups of young people to consider apprenticeships in these sectors.

Purpose - This paper seeks to present the Apprenticeships Task Forces ATFs evaluation of the business case for recruiting and training apprentices. The focus is on whether they provide employers in the UK with a positive return on investment in key performance areas. Design/methodology/approach - The ATF asked nine members, senior executives of large and smaller companies across various sectors in the economy, to provide evidence that their apprentices add value to business performance. Their information was based on company research, including financial and other performance data comparing apprentices with non-apprentices. Findings - The case studies provide compelling evidence that apprenticeships deliver strong business benefits such as increased productivity and staff retention, reduced costs and a more diverse workforce. Other benefits include increased profits - BT estimated they gained a higher annual net profit of over 1,300 per apprentice when compared with non-apprentices higher quality of work - at BAE Systems apprentices fulfilled tasks correctly at a rate of 85 per cent right first time after completing their training external recruits had a rate of 60 per cent and career progression - over 90 per cent of line managers in British Gass engineering operations trained as apprentices. Originality/value - The case studies offer employers without apprentices a real insight into the apprentices' enhancement of skills within an economy. They also provide a unique contribution to the body of knowledge used to assess the value of apprenticeships to employers.

Purpose -- Gender segregation has been a persistent feature of apprenticeship programmes in countries around the world. In the UK, the Modern Apprenticeship was launched ten years ago as the governments flagship initiative for training new entrants in a range of occupational sectors. One of its priorities was to increase male and female participation in "non-traditional" occupations, that is, those normally practised by just one sex. However, recent figures show that the programme has failed to achieve its aim and this has prompted an investigation by the Equal Opportunities Commission. This paper aims to report the research as part of this investigation. Design/methodology/approach -- This paper presents quantitative and qualitative evidence on the attitudes of young people aged 14 and 15 and employers to non-traditional occupational choices. It also explores the factors affecting the decisions of young people to train in a non-traditional occupation and the recruitment decisions of employers from "traditional sectors" such as engineering, the construction trades and child care. Findings -- The research provides evidence of the deeply entrenched nature of occupational stereotypes and the psychological and social barriers that have to be overcome if a more evenly balanced workforce is to be created. It also reveals that none of the institutions and organisations which act as gatekeepers between young people and employers is, as yet, taking responsibility for challenging their perceptions and decision-making processes. Originality/value -- The paper concludes by highlighting the implications of the research findings to stakeholders and suggesting a holistic approach to tackling gender segregation.

Purpose -- This paper aims to present apprentices' perceptions of their opportunities for progressing to higher education. Data gained through semi-structured interviews with apprentices is placed in the context of the current policy agenda to widen participation in higher education and to increase the skills levels of those in employment. These policies are paramount for apprentices, many of whom fit both of these criteria. The research reported in this paper aims to answer the question "Do apprentices perceive there to be barriers in progressing to higher education" Design/methodology/approach -- In total 44 interviews were conducted with apprentices during college placements and further interviews were conducted with apprentices who had progressed to higher education courses HNC and HND at the same colleges. Findings -- The findings show that employer support, time, finance and apprentices? perceptions of their own ability are the key factors that determine whether apprentices will progress to higher-level courses. The research highlights the need for a holistic approach to information, advice and guidance, ensuring that consistent and comprehensive information and advice are delivered to students. Originality/value -- Although the research presented in this paper focuses on the engineering and construction apprenticeships, the implications and findings are also pertinent to other apprenticeship programmes.

Purpose - Proposes to provide a description of the factors that underlie retention and to develop a model of the process of retention. Design/methodology/approach - A qualitative study was conducted in a selected number of occupational areas. Interviews were conducted with apprentices and trainees employed under a contract of training apprentices/trainees who had recently completed their contract of training employers/workplace supervisors and teachers/trainers. Findings - Provides information about a range of factors and how they combined to shape the process of retention. Recognises that some of the identified factors are more amenable to interventions to enhance retention than others. Research limitations/implications - The study did not attempt to cover all occupations in which apprentices are employed, or to provide any ranking of importance of factors in relation to the retention process. The study encourages a holistic understanding of the process of retention and emphasises the dynamic nature of this process over the period of a contract of training. Practical implications - A useful source of information for those concerned with designing interventions that target factors that are most amenable to promoting enhanced retention in apprenticeships. Originality/value - This paper addresses the often neglected process of retention and offers some guidance in the design of interventions to promote retention in apprenticeships.

The question of how to develop human capabilities to meet current and future needs of organisations has become an important issue at national, organisational and individual levels. An essential ingredient is shared understanding of the skills and competences deemed necessary and/or desirable for current and future performance. Current indications in the UK are that this may not exist and that there is an incompatibility between supply and demand. This paper reports on a research project undertaken in the UK automotive sector to explore the extent and nature of the differences in perception among stakeholders relating to the skills and development needs of current and future employees. Using the template approach data were collected from those providing training and those who are consumers of training. Comparison identified competing demands and differences in expectation and attainment, particularly in relation to prospective employees, potentially resulting in dissatisfaction and disappointment for all concerned.

This article presents the results of a qualitative study that examined the views and experiences of 12 large city employers of modern apprenticeships (MAs). Given the governments target that by 2004 at least 28 per cent of young people should enter an apprenticeship before the age of 22, it is imperative that large employers are fully involved in taking on young people as apprentices. However, this study found that many such employers are either not aware of these qualifications or do not see them as relevant to their businesses. The paper concludes by providing suggestions, based on the findings of this study, for different ways of raising the status of MAs and getting more large employers to take up the award.

In Australia, as in many other countries, initiatives are constantly being developed which aim to assist school students' transition into work. One such initiative, which was introduced towards the end of the 1990s, was the introduction of school-based apprenticeships and traineeships, often referred to by the umbrella term "school-based new apprenticeships" SBNAs. Students taking part in these programs, normally in the final two years of schooling Years 11 and 12, combine part-time work, study towards a vocational education and training VET qualification, and normal attendance at school. This paper reports on the first large-scale research study of school-based apprentices and trainees, which was carried out in late 2001 through a survey of students involved in the programs. The survey was carried out in the three Australian States with the highest numbers of school-based apprentices and trainees, Queensland, Victoria and South Australia. The paper commences with a description of the nature of school-based apprenticeships and a description of their introduction and rapid growth. It then gives an overview of the young people's jobs, their learning and training, and concludes by discussing four problematic areas.

Graduate apprenticeships in a British college's hospitality management course involved integration of key skills and National Vocational Qualifications units. Qualitative and quantitative data from seven students indicated they felt that integration enabled formal recognition of competency, provided valuable managerial experience, and facilitated further professional development. (Contains 14 references.) (SK)

The dual system of vocational education and apprenticeship in Germany originated in the crafts sector, with predominantly male participation. As the services sector rapidly expands, the question arises whether small businesses in this sector will be able or willing to follow the dual system. (Contains 55 references.) (JOW)

Looks at education and training at a variety of international corporations and universities. Includes articles on apprenticeships, college placement programs, Internet recruitment, training for dropouts, teacher placement programs, university partnerships, self-directed learning, management training, leadership development, and computer-based training. (JOW)

Interviews with 30 student apprentices, 12 vocational educators, and 15 employers indicated that (1) students were motivated by hands-on experiences and a head start on employment; (2) all groups felt the program developed social skills and work attitudes; and (3) teachers perceived problems not observed by students in school-to-work transitions and the status of vocational education. (SK)

A case study of a program to give apprentices access to undergraduate business education at a British university in cooperation with a local chamber of commerce identified these success factors: recognition that modern apprentices are unlike traditional college students and focus on technology, outcome-based learning, personal development, and mentoring. (SK)

Analysis of Modern Apprenticeships (n=2,222) in Devon and Cornwall was conducted in four industries: engineering manufacturing, hospitality, construction, and agriculture. Apprenticeship appeared to be a feasible vocational alternative to full-time education, attracting high-quality students. Trainers and career counselors played a crucial role in gaining support from small business. (SK)

A comparison of German vocational students receiving company-based and noncompany-based training found that noncompany-based trainees had relatively poor employment prospects. Possible causes were lack of real-world work experience, differences in occupational structure of training and trainees' entrance qualifications, and employer reluctance to hire them. (SK)

Identifies major features of the German dual system of vocational education and apprenticeship: dual learning venues, public responsibility for training, self-government, private commitment to training, and the vocational principle. Suggests reasons why the German system may solve the qualifications problem but is unlikely to be emulated successfully in other countries. (SK)

Drawbacks of the German dual system include limits on competition, delay of adult status in the labor market, no guarantee of employment, and inflexible regulations. An underlying principle of corporatism and unique aspects of the German economy mean it may not be an appropriate model for the British training system. (SK)

The author criticizes the apparent superficiality of National Vocational Qualification provisions and calls for a return to the traditional apprenticeship system. (JOW)

Purpose – The purpose of this paper is to compare stakeholders’ roles in Germany and Switzerland when it comes to promoting innovation in the dual apprenticeship model. In both countries, the relevant stakeholders who represent the various occupations and, in a more narrow sense, the social partners, actively shape vocational education and training (VET) reforms. They represent the area of public educational policy, besides governments, political parties and the public, who, in both countries, appreciate the decisive role of apprenticeships for youth education, employment and social stability. Thus, the broad consensus of the relevant stakeholders is crucial in order to keep apprenticeship systems alive. Both countries face challenges related to academisation, which means, that the Gymnasium (high school) and higher education now are even more the first option for parents than in former times. On several levels German and Swiss policy makers try to strengthen VET paying tribute to and trying to cope with these developments. Design/methodology/approach – The paper is situated in the field of comparative VET research. Based on policy documents and findings from research the paper analyses the discourse and perspectives related to VET reforms. The authors deliberately focus on two countries, Germany and Switzerland, which share a great deal of common features in relation to VET, nevertheless developed different measures in order to cope with the pressure of increasing the ratio of students in higher education. The comparative paper looks at the topical reform discourse and taken measures and the specific culture of apprenticeships in the two countries by focusing on those stakeholders, which, besides governments, are crucially involved in the system. The paper draws its insights from the VET policy debate and from both national policy documents and national and international expert publications in the field of VET. A strong focus is given to the emerging new environment of the VET system. Methodologically, the paper draws from an institutional view on VET, which is being discussed broadly in comparative research, since VET systems with a “dual system”, such as the two discussed here, may be categorized as “state-steered market models”, “occupation-based qualifications styles”, “collective skill formation systems” or specific realizations of “transition systems”. All these categories refer to the observation that in these societies it is not the state alone, who defines the structure of the respective VET system, but non-state stakeholders are capable of influencing VET policy and VET reform in a substantial and visible way. Findings – In both countries, Germany and Switzerland, the importance and value of VET is based on an overall consensus, shared by all relevant actors. The basis of this consensus is that the dual system so far successfully opened and should continue to open career paths in industry. Apprenticeships undoubtedly are cornerstones of economic welfare in these countries and can be associated with low youth unemployment rates. A supplementary aspect in the last years however is the political will that VET should also have some kind of link with higher education. Despite some interesting reform measures ambivalences cannot be ignored: against what could be called “academic fallacy” the importance of a highly qualified workforce, trained in non-academic fields, and the future of this kind of skill formation have become major topics and concerns in both societies. Originality/value – This paper is comparing two similar cases, Switzerland and Germany, in VET in order to profile reform alternatives. Furthermore the actors beyond state are highlighted as important element for reform in VET education. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to explore some of the issues affecting successful employment outcomes for young women in male-dominated careers, focusing on those generally accessed via a traditional Australian apprenticeship model. Current patterns of participation in trades-based fields of education and training reinforce the highly gender segregated nature of the Australian Labour Force. Women are particularly under-represented in the large industries of construction, mining and utilities, where female employees account for only around 12, 15 and 23 per cent of employees, respectively, an issue of concern both in terms of increased economic participation of women and girls, and gender equality more broadly. The foundations for transition from education and training to employment are established during school. It is during these formative years that young men and women have notions of what is possible for them, and what is not possible, reinforced. Unfortunately, gendered stereotypes and perceptions around certain career options for young women are still reinforced within schools and create barriers to widening young women’s participation in a range of careers, particularly in fields traditionally dominated by males. The paper discusses strategies supporting initial apprenticeship opportunities for young women, and supportive structures to help women and girls build careers in these industries. Design/methodology/approach – This paper draws from a mixed method study, involving a national electronic survey of educators, industry and community groups, and a range of semi-structured interviews. Whilst the major study focused primarily on career exploration in relation to young women taking on careers in science, technology, engineering and mathematics and non-traditional industries, this paper focuses on one aspect of this study, young women taking up an apprenticeship in a male-dominated career. The research around career exploration was undertaken in 2014, and this paper has placed it in the current context of falling apprenticeships and increasing pressures to increase the number of women and girls employed in a wider range of careers. Findings – The findings of this particular study consider the barriers to young women taking on apprenticeships and identify strategies that hopefully will produce more successful pathways. This paper can be seen as adding to the public discourse to address the Australian Government’s stated reform objective in vocational education and training (VET), that trade apprenticeships are appropriately valued and used as career pathways. Originality/value – This paper can be seen as adding to the public discourse to address the Australian Government’s stated VET reform objective, that trade apprenticeships are appropriately valued and used as career pathways. [ABSTRACT FROM AUTHOR]