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Die Nutzung von Online-Berichtsheften in der beruflichen Ausbildung steigt stetig an und wird aktuell zusätzlich durch eigene Produkte von Kammern gefördert. Das Berichtsheft, in dem Auszubildende sämtliche Ausbildungsinhalte dokumentieren, ist dabei Ausbildungsnachweis und Prüfungszulassung. Es stellt sich die Frage, ob die digitale Erstellung neben administrativen Vorteilen auch für die Auszubildenden selbst die versprochenen Mehrwerte mit sich bringt. 10 Jahren nachdem BLok (Online-Berichtsheft zur Stärkung der Lernortkooperation) als eines der ersten Online-Berichtshefte Einzug in die berufliche Bildungspraxis gehalten hat, wurden im Rahmen von Fallstudien 112 Auszubildende zu ihren ganz persönlichen Erfahrungen mit ihm befragt. Schwerpunkte lagen dabei auf der Analyse der Kontinuität, der Zufriedenheit und des tatsächlich genutzten Funktionsumfangs. Zusätzlich wurde im Sinne der Lernortkooperation der Einbezug der Berufsschule in die Berichtsheftlegung näher betrachtet. (DIPF/Orig.)

Das WZB Vignettenmodul wurde zusätzlich zum regulären Fragebogen des BIBB-Qualifizierungspanel 2014 erhoben. Untersuchungsgegenstand waren Kriterien, nach denen Betriebe ihre zukünftigen Auszubildenden auswählen. Hierzu wurden den Unternehmen jeweils fünf zufällig ausgewählte kurze Beschreibungen von fiktiven Bewerberinnen oder Bewerbern präsentiert, die sich in den Untersuchungsmerkmalen unterscheiden. Das Modul enthält zwei Faktorielle Surveys, von denen eines allgemeine Bewerbermerkmale abdeckt, und das andere auf Bewerber/-innen mit Migrationshintergrund aus Spanien fokussiert, die entweder nach Deutschland kommen möchten, um eine Ausbildung zu beginnen oder in Deutschland geboren und aufgewachsen sind. Die Planung und Umsetzung des Vignettenmoduls erfolgte in enger Zusammenarbeit des Wissenschaftszentrum Berlin (WZB) mit dem BIBB-Qualifizierungspanel.

Purpose: This article investigates female vocational students' strategies for becoming part of a workplace community, what these strategies are and how they are tied to the formation of vocational identities within male-dominated industrial work. Of particular interest is how female students enrolled on Swedish upper secondary industrial programmes experience workplace-based learning at industrial workplaces as part of their vocational education. The theoretical framework derives from Wenger's concept of community of practice, but his theoretical concept does not explicitly include gender dimensions. Therefore, the concept of community of practice is also combined with Paechter's assumption of gender, whereby femininity and masculinity can be considered as different communities of practice. Methods: The article draws on evidence from a Swedish study based on interviews with 20 female students enrolled on the industrial programme at six upper secondary schools. In this vocational programme, there is a distinct gender distribution and only a small minority of the students on the programme are girls. In the analysis, the focus is on the female students' strategies used during workplace-based learning to become part of the work community which consists almost exclusively of male workers.Findings: The female students deliberately negotiated vocational identities as female industrial workers to become accepted in the male-dominated work community. The findings highlight three specific strategies that the female students used: Acting like gender does not matter, acting like boys (not like drama queens), and acting tough and joking around. The female students' strategies were part of – and tied to – a complex vocational identity formation process that featured contradictory requirements. By taking individual responsibility, they identified relevant information for becoming industrial workers and chose to act like boys. The female students saw no problem with being a girl, yet they struggled with implicit, diffuse and hidden gender structures and prejudices in the male-dominated industrial companies. Nevertheless, they strived for what they perceived to be an attractive vocational identity as industrial workers; it was an alternative, atypically feminine way of being that attracted the female students. Conclusions: The study concludes that female students mostly rely on their individual agency when interacting with others in the male-dominated workplace community. A "gendered vocational identity" is formed which shows that the identity formation of female students is a complex double process, in which vocational and gender identities are formed simultaneously and in parallel within the male-dominated workplace.

Ушбу мақолада узлуксиз таълим тизимида “устоз-шогирд” имкониятларининг яратилиши асосан мактабгача таълим муассасалари, умумий ўрта таълим ҳамда олий таълим жараѐнида янги иш бошлаган ѐшларимизга таълим тарбия жараѐнларини сифатли ташкил қилиш ва илмий фаолиятларини самарали давом эттириш масалаларига доир фикрлар баѐн қилинган, There are described cases about originating facilies of “ustoz-shogird” in educational system high-grade creation of processes of the education and upbringing for apprentice teacher and secondary specialized and higher educational system effectiveness in the process of education and providing the regularity of education during the scientific work.

Background Inability to advance to an oral diet, or oral feeding intolerance, is a common complication in patients with acute pancreatitis associated with worse clinical outcomes. The factors related to oral feeding intolerance are not well studied. Objective We aimed to determine the incidence and risk factors of oral feeding intolerance in acute pancreatitis. Methods Patients were prospectively enrolled in the Acute Pancreatitis Patient Registry to Examine Novel Therapies in Clinical Experience, an international acute pancreatitis registry, between 2015 and 2018. Oral feeding intolerance was defined as worsening abdominal pain and/or vomiting after resumption of oral diet. The timing of the initial feeding attempt was stratified based on the day of hospitalization. Multivariable logistic regression was performed to assess for independent risk factors/predictors of oral feeding intolerance. Results Of 1233 acute pancreatitis patients included in the study, 160 (13%) experienced oral feeding intolerance. The incidence of oral feeding intolerance was similar irrespective of the timing of the initial feeding attempt relative to hospital admission day (p = 0.41). Patients with oral feeding intolerance were more likely to be younger (45 vs. 50 years of age), men (61% vs. 49%), and active alcohol users (44% vs. 36%). They also had higher blood urea nitrogen (20 vs. 15 mg/dl; p, Key Summary Current knowledge on this subject Oral feeding intolerance is a relatively common complication of acute pancreatitis.Oral feeding intolerance results in longer hospitalization and frequent readmissions. What is new in this study The incidence of oral feeding intolerance is similar irrespective of the timing of the initial feeding attempt.Oral feeding intolerance is independently associated with systemic inflammatory response syndrome at 48 h and nonbiliary etiology.

The aim of my bachelor thesis is to describe the media image of the apprentice education in Czech Republic between years 2005 and 2018. I will describe what was contained in newspaper articles related to the topic in chosen years. First of all I will look up and sort out related articles. Then I will analyse how the apprentice education is presented in major newspaper media. Chosen method of analysing is frame analysis with which one I will be able to qualitatively examine the content of the media image. I will find out context, coherence, impression and results of those articles. Main purpose is an identification of frameworks occurring in the given issue and their sponsors. I will also find out main problems of each framework, their causes and suggested or implied solving of problems in apprentice education.

Es wird zurzeit viel über Schulschließungen, Abi-Prüfungen und Studierende im Digitalmodus gesprochen - wenig hört man zur Situation von Auszubildenden.

Das Forschungsinstitut Betriebliche Bildung (f-bb) evaluierte im Auftrag des Bundesinstituts für Berufsbildung (BIBB) die Umsetzung eines Qualifizierungskonzeptes, mit dem ausbildendes Personal für die spezifischen Herausforderungen der Arbeit mit Auszubildenden mit Flucht- oder anderem Migrationshintergrund sensibilisiert werden sollte. Die Qualifizierung wurde im Zeitraum von Juni bis Dezember 2019 durch zwei Bildungsträger in Hamburg und Wiesbaden durchgeführt. Das Angebot wurde überwiegend von kleinen und mittleren Unternehmen wahrgenommen. Der vorliegende Bericht stellt die Ergebnisse der Evaluation vor. Sie deuten darauf hin, dass die Inhalte dem Bedarf des ausbildenden Personals entsprechen und für die Arbeit mit Auszubildenden mit Migrationshintergrund nützlich sind. Ein stärkerer Überarbeitungsbedarf wurde im Hinblick auf das Zusammenspiel von Präsenz- und Online-Phasen konstatiert. (Autoren)

The turn of the 20th century was a formative period of industrialisation and class formation, and a key period in the development of European systems of vocational education and training. At that time, apprenticeship training was frequently debated in Sweden, just as it was in many other parts of Europe. However, even though the apprentice question was seen as important enough to be repeatedly examined in public inquiries in the decades around 1900, Sweden did not get an apprenticeship law. The purpose of this thesis is to investigate why Sweden did not get an apprenticeship law in the period 1890–1917, with a focus on the debate about what, if anything, to do about apprentice training. Using language-oriented analysis, the thesis contributes new knowledge about the development of the Swedish system of vocational education and training. The studies are based on primary sources from multiple actors – from the craft employers’ organisations to public inquiries and consultation statements by industry employers, unions and parliament. However, the focus is on the craft employers, who were the main proponents of apprentice legislation. The first article analyses agreement and disagreement in political argumentation. Many of these arguments contain an economic aspect, and the second article investigates economic perceptions of apprentice training. The first and second article, in line with much of the existing literature, emphasises the impact of class conflicts and the growth of industry on the politics of apprenticeship. The third article therefore takes a closer look at how these structural changes are imprinted on the craft employers’ language in the debate on apprenticeship, by analysing historical concepts connected to yrke and fack (both of which can be roughly translated as vocation, occupation or trade, although fack is also a Swedish term for trade union), klass (class) and stånd (estate). The main findings highlight a previously overlooked level of support for the idea of apprenticeship legislation among both employers and unions, combined with strong disagreements concerning the content of the proposed legislation. It is clear that there was both a craft/industry divide and a worker/employer divide. The latter has in previous research been emphasised as detrimental to the prospects for apprenticeship legislation. In the Swedish case, this class conflict reduced the chances of such legislation, as the state was also either unwilling or unable to introduce an apprentice law without agreement between employers and workers. The first article outlines much of these findings, while the second and third articles, in exploring other aspects of the apprentice question, further reinforce and nuance the main results. At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 3: Manuscript.

International audience

Owing to the recent recession, the German apprenticeship model is once again praised for smoothing out school-to-work transitions. In line with the social policy shift of favouring education as a key means to combat youth unemployment, European Union (EU) recommendations and German national policies encourage young Southern and Eastern EU citizens to apply for apprenticeship training abroad. Yet, young people wanting to go abroad are not only mobile young people but also immigrants. Given the prevalence of ethnic disparities in the German apprenticeship system, the question arises whether employers would be willing to hire these newcomers. Using a factorial survey experiment, we investigate how employers rate applications from Spanish newcomers compared to those from young immigrant descendants of Spanish origin. The results indicate that newcomers are substantially less preferred than immigrant descendants born in Germany. Employers’ expectations about newcomers’ language skills and employers’ interest in training for their own skilled labour force are key barriers to policies promoting apprenticeships abroad.

The article is devoted to the educational model of the outstanding European thinker of the 7th century, Isidore of Seville, with the principles of the education of the ruler and the class approach to the problem of teaching, with the content of the renovation pedagogy of the episcopal Gispal school of the VI-VIII centuries, its place in the evolution of the formation of Western European education. The article is dedicated to the problem of knowledge reception and work with the textbook during the «Dark Ages» in Visigothic Kingdom. An attempt is made to illustrate the process of reading through the reflection of this process in the creative heritage of Isidore of Seville (VII century). Therefore, our article is devoted to Visigoth Spain in VI-VII centuries, namely the formation of political, legal, moral and value concepts. Especially we pay attention to the image of the ideal ruler in the works of Isidore of Seville, Braulio of Zaragoza. We are trying to determine who should be the ideal ruler, and it is important to political and legal representation of the Visigoths, at a time when their culture reached its climax, absorbing the ancient traditions and world views. Isidor of Seville developed his own system of science independent learning for students, which has not lost its relevance today: a material, given by a tutor for independent learning, must be checked by parts, then each of these parts are translated out loud, and then the most important material was being selected from each part and as a result it is compiled into a student's report. Therefore, the place that Isidor occupies in the culture of his time is a key in the combination of two eras, and his educational program is thoroughly disclosed based on his main “pedagogical” texts.

A historical overview from Sumerians to the present day on the goldsmith’s craft following two lines: the apprenticeship in the guilds and the ethical and religious value of gold working., Substantia, Vol 3 No 1 Suppl. (2019)

Der vorliegende Beitrag geht der Frage nach, welche grundlegenden Unterschiede in der Lehrlingsausbildung bei einem Vergleich Österreich - Deutschland festzustellen sind und ob sich diese Differenzen auch in unterschiedlichen PIAAC-Grundkompetenzen widerspiegeln. Die empirischen Ergebnisse fallen überraschend aus: Trotz eines nachteiligen soziokulturellen Hintergrunds und geringerer Vorbildung sind die Personengruppen mit einem Lehrabschluss, welche nur über niedrige Lese- bzw. Alltagsmathematikkompetenzen verfügen, in Österreich signifikant kleiner. Der Zulauf von Personen mit Abitur hat jedoch in den letzten Jahren in Deutschland deutlich zugenommen, was sich auch in einem gehobenen Leistungsniveau bei den Lehrlingen niederschlägt. Da neueste Studien auf die zunehmende Bedeutung ausreichender Grundkompetenzen zum Zwecke anhaltender Beschäftigungsfähigkeit im späteren Erwerbsleben hinweisen, stellt sich die Frage, ob die Lehrlingsausbildung in Österreich ihren - eher kurzfristigen - Fokus bzgl. der Vermittlung von berufsspezifischen Kompetenzen nicht zugunsten einer stärkeren Betonung von zentralen Schlüsselkompetenzen ändern sollte.

Der Vergleich von 15 ausgewählten Lehrberufen in Österreich zeigt erhebliche Differenzen in den untersuchten Kriterien Alter zu Lehrzeitbeginn, Geschlecht, Migrationsstatus, Vorbildung, Ausbildungsträger, Zahl der Lehrlinge am Ausbildungsstandort sowie Ausbildungs- und Arbeitsmarkterfolg. Obwohl dabei noch gar nicht auf die (völlig unterschiedlichen) Ausbildungsinhalte in einzelnen Lehrberufen Bezug genommen wurde, zeigt allein die Analyse der Eingangsvoraussetzungen und Erfolgskennzahlen in den einzelnen ausgewählten Lehrberufen, dass nur in sehr vereinfachender und abstrahierender Form von "der" Lehrlingsausbildung allgemein gesprochen werden kann, auch wenn eine Differenzierung zwischen einzelnen Lehrberufen aus praktischen (Datenverfügbarkeit, Ergebnisdarstellung) und quantitativen Gründen (bei aktuell rund 200 Lehrberufen in Österreich zuzüglich unterschiedlicher Module, Schwerpunkte und Doppellehrberufe) nur selten möglich ist.

In diesem Beitrag werden drei zentrale, aber teils stark vernachl��ssigte Themen der Erziehungswissenschaft theoretisch-konzeptionell sowie empirisch aufgegriffen; a) die Bedeutung des p��dagogischen Ethos, b) die Frage nach dessen situationsspezifischer Artikulation (Situationsbegriff) sowie c) die Berufsbildungsforschung. Mittels einer empirischen Studie mit Berufsbildenden im Kochgewerbe wird anhand von vier sachbezogenen bzw. personenbezogenen Szenarien das p��dagogische Ethos operationalisiert. Die Ergebnisse deuten darauf hin, dass der Kontext sowohl das Entscheidungs- als auch das Begr��ndungshandeln der befragten Berufsbildenden beeinflusst. Des Weiteren zeigt sich, dass sich die erfahrene Herausforderung als auch die Anzahl der Lernenden in den beiden sachbezogenen Szenarien als bedeutsam f��r das p��dagogische Ethos erwiesen. (DIPF/Orig.), In this contribution three relevant, but mostly neglected topics within educational research are addressed theoretical-conceptually as well as empirically. These topics are a) the importance of pedagogical ethos, b) the question of its situation-specific articulation as well as c) research on vocational education and training. By means of an empirical study with vocational in-company trainers in the catering industry, the pedagogical ethos is operationalized based on four content- and person-related scenarios. The results indicate, that context influences the trainers' decisions and their reasoning. More - over, in terms of the content-related scenarios, it was found that challenges experienced by trainers as well as the number of apprentices being supervised influenced pedagogical ethos significantly. (DIPF/Orig.)

Apprentice training in Ireland remains within a state of flux. Although construction output is steady at present with the sector recording growth in excess of 60 percent over the last three years, there remains an alarming discordant issue of a lack of construction skills. In 2017, the largest representative body of construction related firms in Ireland, the Construction Industry Federation (CIF) endorsed a research study of their membership of more than 1,000 firms in an attempt to quantify the level of engagement in training. This study sought to identify the determinants of engagement and the constraints thereof. Findings from the research confirmed employers are predominantly small to medium sized enterprises. Consequently, the key factor determining engagement in training is found to be related to costs. Mechanisms to address this issue are identified herein.

Purpose: A fundamental assumption of the apprenticeship model is that there are benefits to both employers and individual learners. This paper offers a broad conceptual interrogation of an inherent assumption in the apprenticeship model, in that it provides incentives for participation to both individual learners and employers. Approach: This study combines the analysis of literature and available data and draws upon apprenticeship models in ten nations: Australia, Brazil, Denmark, Egypt, England, Finland, Germany, India, Malaysia and South Africa. Findings: For individuals, incentives to undertake apprenticeship may be linked to the process and outcomes of that learning, such as the appeal of learning through doing; the opportunities for occupational socialization; the possibility of progression to employment or to additional education; and learning while earning. The analysis of incentives for employers shows a range of reasons related to their short-term interests and the needs of the production processes, technologies, and associated skills; longer-term benefits for the company’s staffing strategy; and the opportunity to make a contribution to the wider education and economic systems. Despite all the potential incentives, many firms consider apprenticeships too costly, risky, and complex to justify the investment. However, when firms are making decisions under the umbrella of chambers or associations, they are more likely to coordinate their skills investment strategies around collectively beneficial outcomes. Conclusion: The links to the labour market and specifically to employers are a key challenge for sustaining apprenticeship systems, as well as for the task of researching them. As such, policy maker (and researcher) engagement with apprenticeship should account for the capacity and commitment of employers. Another key challenge for apprenticeship is related to the relative attractiveness of this pathway within EandT and labour market system for individuals. What is clear from this study is that the development of a strong apprenticeship system requires the buy-in of both employers and individual learners, and as such the necessity to identify and effectively implement incentives cannot be underestimated. Governments can play a key role in realizing the potential incentives for both employers and learners, thereby yielding benefits of all parties engaged in apprenticeships.

Context: Although the German dual system of vocational education and training makes a major contribution to securing the supply of skilled workers for trade and industry, its function has been under scrutiny for several years. Companies are finding it increasingly difficult to recruit trainees, and increasing numbers of training places are vacant. However, such recruitment problems tend to be concentrated in certain occupations rather than occurring across all sectors equally. This has led to a significant increase in competition among companies seeking to secure the services of trainees in various occupations and calls into question the extent to which such fierce rivalry is reflected in the type of training marketing they conduct. Approach: This paper investigates the training place characteristics companies communicate in their advertisements. Among these characteristics, differences exist in the general conditions of training, requirements for trainees and incentives the companies provide. Latent class analyses were used to investigate the patterns revealed in the training place characteristics and to examine if the frequency with which patterns occur correlates with whether a company is seeking trainees for an occupation with or without recruitment problems and with company size. The analyses were based on data collected from 1,939 small and medium-sized enterprises via standardised telephone interviews conducted at the beginning of 2016. The companies in question had offered training places in one of nine selected dual occupations. Four of the training occupations considered have recruitment problems. There are no recruitment difficulties in the other five.Findings: The single group latent class analysis initially conducted resulted in a model with three latent classes exhibiting clearly differentiated patterns of training place characteristics. As well as focusing on general conditions and the requirements for training, the “aggressive” pattern mainly emphasises the incentives the training place or company offered. The “requirements-oriented” pattern concentrates on the future requirements for trainees. The “basic” pattern communicates only a very few fundamental training place characteristics. A subsequent multi-group latent class analysis revealed evidence that small and medium-sized enterprises offering training are more likely to display an aggressive pattern in occupations with recruitment problems than SMEs providing training in occupations where there are no recruitment difficulties. By the same token, small and medium-sized enterprises with training provisions in occupations with recruitment problems are less likely to exhibit training marketing aligned to the requirements of applicants than firms offering training in occupations without recruitment difficulties, although this is significantly clearer amongst small companies than medium-sized companies. Nevertheless, the class with requirements-oriented marketing constitutes the largest class for all four company groups. Conclusion: The results indicate that conditions in the training market affect the training marketing companies carry out. However, they also show that companies are more likely to use their training marketing to react to recruitment problems that have already occurred rather than take a preventative approach towards such difficulties. For small companies in particular, the limitations in resources available for more elaborate training marketing likely contribute to this approach. Nevertheless, further research is needed to consolidate the outcomes identified here.